Tips for Developing and Maintaining a Return to Work Program

In 2018 the Bureau of Labor Statistics reported: “approximately 2.8 million nonfatal workplace injuries and illnesses” were submitted by employers in the year prior. For this reason, creating and maintaining a return to work program is crucial to not only saving the company money but also flexes the company’s commitment to an employee’s early return to work.

 

The below elements can serve as the foundation for your company’s return to work program.

 

Return to Work Team
Dedicating a group of qualified individuals to a return to work team is crucial to the success of a return to work program. The team can provide leadership, define and manage expectations as it relates to injured employees, and serve as an intermediary communication point between involved parties. Having a team focused on the program ensures proper administration of all program-related elements and management of concerns or issues.

 

Be Transparent. Outline the Process.
Create a flowchart to maximize employee involvement and knowledge, while eliminating confusion about the program. The flowchart should contain vital information about the process and administration steps, and proper actions to take. Once completed, the flowchart can serve as your organization’s action plan.

 

Data Collection
The best way to measure the success of any program is to collect accurate pieces of data that help build a complete picture, from start to finish, of the program, its successes, and areas that could be improved. Start with tracking the dollars saved per individual for each injured employee. From here, stakeholders can help determine other data points to collect in order to build out the program reporting.

 

Put the Plan in Action
Once all of the program’s details are ironed out, the program can be launched. Make sure to include employees, supervisors, union officials (where necessary), workers’ compensation professionals, and medical providers (where necessary). It is important to have full support from all involved parties to ensure the continued success of the program. From providing written descriptions or program-specific definitions to reviewing the program with new hires or periodically with seasoned employees throughout the year, the program’s ultimate success revolves around good communication and continued education.

 

While the time away from work for most employees is only temporary, having a proper back to work program in place minimizes the consequences of what could easily turn into a major disruption for the organization. Contact Vensure to learn how we can help injured employees make a full and timely recovery so they can get back to work through careful claim monitoring and processing.

 

https://www.bls.gov/news.release/osh.nr0.htm

 

 

Simplifying the Payroll Process

Payroll is not an area where business owners can afford to cut corners. Vensure Employer Services offers payroll processing and administration services as a comprehensive answer to various business needs. Finally, real-time access to the information employees rely on most.

 

Cybersecurity, PEOs, and Your Business

At the intersection of people, processes, and technology is a hub of sensitive information that requires protection from damage or unauthorized access. In order to keep maintain the integrity of sensitive information and eliminate interruptions to normal business processes, organizations invest in multi-layer cybersecurity as their primary guard against cyber-attacks.

From individual attacks (e.g. identify theft) to critical infrastructure attacks that shut down financial services organizations, the security of our information, data, and processes are essential to keep everything functioning without issue.

Today’s enterprises require more than a simple spam filter to keep their data and client information safe and confidential.  Interested in seeing what a ransomware attack looks like? Click here.

The National Association of Professional Employer Organizations (NAPEO) published The Pillars of Cybersecurity for PEOs. The report focuses on the risks PEOs face regarding housed data. Read the full report to understand how to prevent, comply, react, and protect your business against cyber-attacks.

Vensure’s cyber liability program is available to all existing and new clients. Contact Vensure today to learn how to protect your business from cyber threats!

Recruiting Process Improvements

Recruiting is a crucial role in any organization. As the hirable population changes, so do recruiting processes and tactics to ensure the business is onboarding the cream of the crop. With only 30% of the global workforce actively looking for a job, it is important to make sure company recruiting strategies are always improving.

 

Strengthen the Company Brand
Many job seekers are not only looking for a new job but are willing to explore a new industry or entirely new career. Building a strong brand helps attract positive new talent to one business over others. Additionally, if the employer actively manages reviews, company profiles, and regularly updates website content, potential employees are more likely to apply for an open position with that company.

 

Turn to Social Media
Social media is an incredible resource for businesses, especially as it pertains to recruiting new employees. Millennials are looking beyond traditional job boards to find work. Many use social media to either find opportunities, get noticed, or research potential employers. From LinkedIn, ranked the top social processional network source for quality hires,  to Twitter, potential employees can join interest or industry groups, use their network to find someone who is already employed at the company, or read reviews and recommendations.

 

Look Within
Recruiting fresh faces for any business can be relatively difficult. Recruiting from within the organization, however, is a benefit for the employee and the company. Ensure all open positions are posted on the employee-facing intranet or careers page. Offer internal candidates the same opportunity to interview for an open position as any external candidate. Prior to starting this practice, the organization will want to have a policy in place to regulate how long someone must reside in their current position before being promoted or moving to another position within the company.

 

Recruiting and retaining top talent are the main concern for employers around the world. Vensure Employer Services offers human resources administrative services to further improve your competitive pull in the market. Contact Vensure to learn more!

 

Stay tuned for future announcements regarding full recruitment services for Vensure Employer Services clients.

 

 https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf

 

 

HR’s Digital Revolution

Once a paper trail-centric organization, human resources teams, have shifted from hard copy files to a complete digitized experience for employees and prospects. Why? As technology seems to intervene in every area of our lives, human resources are no exception. In the modern HR world, departments are jumping at the chance for concrete oversight, ownership of the technology that helps the business achieve organizational effectiveness, and embeds the HR roles deep in the roots of the business.

 

It turns out that shifting to a digital workflow for the HR department only helps to solidify the company’s place in the modern business world. Here are some examples:

 

• For prospects, especially millennials, it is essential that the company for which they are applying to work not only embraces technology but is at the forefront of the technological curve. The candidate’s first encounter will be with the HR department. An HR team equipped to handle digital document scanning and processing, and cloud-based software puts the organization in the modern technology bucket.

 

• Employees, prospects, and clients will feel their information is secure if digital transaction management software is used to validate contracts, close deals, or confirm identity.

 

• Introducing a digital workflow to an already well-organized HR team gives the opportunity for automated processes, workflow operation routinely and efficiently, and new processes are integrated directly into the digital workflow reducing ramp-up time.

 

 

Businesses will watch their human resources teams shift from paper only or partial paper to strictly technology-based. Slowly but surely HR becomes an integral cog in the growth and performance of the company, and now they have the data to prove it. As this happens, the business becomes strategically positioned to reap the benefits of the digitized HR department.

 

Vensure Employer Services recognizes the importance of staying on the cutting edge in the PEO industry and does so by continuously making improvements to provide clients the latest in technology. Find out more by contacting Vensure Employer Services today!

 

 

Removing Unconscious Bias: Employing Diverse Hiring Practices

While people would prefer to say they are free of bias, that is just not the case. Our minds have a way of unconsciously interpreting information, which directly affects personal, and business decisions. Coupled with social media, hiring managers now have the ability to make hiring decisions based on personal factors, of which many are not job-related.

Our tips below will help your company in hiring without bias, to create a more diverse and experience-based candidate pool.

Assess the Current Process
Auditing your company’s existing hiring process will give you a better idea of what changes are immediate and what changes you can implement over time. Enlist your HR team not only understand potential bottlenecks or discrepancies in the process but to analyze the diversity hiring data. Where are the gaps? What could be done differently?

Autonomize Resumes or Applications
Encourage your HR team or recruiters to redact certain candidate details by removing names, email addresses, graduation dates, and photos from resumes, applications, or submission profiles. Blind recruiting, or removing the identification details from the process, allows for the recruiters and hiring managers to focus on the candidate’s professional aspects that they will bring to the existing employee base. Creating a fair hiring practice will yield a more diverse pool of candidates.

Test Job Descriptions
Write job descriptions that appeal to a wide variety of candidates. Create a balanced description that speaks to both genders equally by using words and phrases that are positively charged, and use potentially gender-dominant words appropriately. The language used in job descriptions could inadvertently turn away diverse candidates before you get a chance to review their professional credentials.

Unique Talent
Learning how to recognize a candidate’s unique professional talents or experience is a far stronger indicator of success than a more traditional candidate who attended one of the nation’s top universities. Identify the qualities of a top-ranking candidate and use these to rank them in the talent pool. For example, a candidate who exemplifies grit, humility, integrity, and determination will far outshine someone who is relying solely on their elite work history.

Making necessary adjustments to the company’s existing process and evaluating techniques to aid in a more diverse recruiting and hiring process will lend itself to a more diverse culture. These types of changes serve as a beacon to current employees, letting them know that diversity and inclusion is taken seriously and will have a positive effect on employee morale and culture.

Continue to improve your company’s diverse employee landscape by contacting Vensure Employer Services today!