Employer Blog

Way too often, potential job candidates make assumptions about what an employer is looking for. Then they decide to take themselves out of the running based on those assumptions, whether they’re valid or not. Many talented applicants have sold themselves short by giving up on a position before even applying.

Sadly, job seekers aren’t the only ones thinking inside their little boxes and missing out on potential opportunities. Plenty of employers also make assumptions and generalizations that keep them from hiring amazing talent.

As business becomes more and more competitive, simply filling open positions isn’t enough. You need serious talent. And you want serious talent that will stick around.

Employers want to continue offering innovative benefits to attract and retain great employees. However, with more and more of the budget being used up by the medical plan, many are turning to voluntary offerings to make up the difference.

A voluntary strategy allows the employee to purchase services they feel suit them best, and this is usually a good approach. But it’s important to make telehealth part of the conversation.

Providing employee benefits is expensive. So is employee turnover.

If you’re thinking of both of these things as two giant, financial burdens that are sucking the life out of your business, maybe it’s time to shift your perspective.

How would you like to be the best in the world at something? Sounds amazing, doesn't it? Images of the world's best chef, runner, actor, golfer, or even the best CEO may come to mind. But what if being best in the world at also put you at the world's greatest disadvantage?

Many business owners are convinced that what customers care about is price. They assume that if there are two options available, clients will choose the cheapest one. No matter what.

And because they believe in this concept wholeheartedly, they proceed to build their business models and marketing strategies around it. Which has the unfortunate effect of training their customers to behave as if this is so— whether or not it actually is.  

Do you ever feel like you “literally just can’t even” as you’re trying to figure out what employee benefits Millennials love? (If you don’t know what this means, click the link above to learn more.)

The landscape of the American workforce has shifted, and Millennials have become the majority of American workers. With no signs of this stopping, it’s imperative that employers and employee benefit consultants understand what Millennials actually value in order to properly ease their pain points.

You hire your employees for their knowledge, skills, and winning personalities. But then what?

Do you plunk them in their positions and assume they will continue to thrive indefinitely? If you’re a busy employer, HR manager, or supervisor, this may sound tempting. But today’s cutting-edge capabilities can quickly turn into yesterday’s news. Before you know it, your trailblazing new hires could be left in the dust.

As we head to work each day, our minds are often occupied with things we’re going to do after our shift ends. Stop by the store. Have dinner with a friend. Binge-watch Tiny House Hunters.

And while we think about these things, we are fully expecting that we’ll be able to go and do them as planned. But all of that could change in an instant.

I recently had lunch with a friend of mine. We get together on a semi-regular basis and, while we discuss many issues, most of our time is spent talking about our professional lives.