Alternative HR’s Post

#HR professionals’ jobs just got a little easier thanks to a change to the I-9 form, effective as of Nov. 1, that allows for remote verification. Anyone who has been hired in the U.S. is probably familiar with the I-9 form, the documentation that verifies employment eligibility. It’s not too complicated to fill out, but part of the process has always required that I-9 documentation be reviewed in person. In this piece by Cloey Callahan, we speak to Kara Govro, JD, SPHR of Mineral.

Expanding Your Team Remotely in Miami? 🌴 Simplify the I-9 Employment Verification process with MiamiNotarySigning.com! As the business landscape evolves, the way we hire and onboard talent is changing too. With remote work becoming the new norm, companies are embracing a wider pool of talent from across the nation. If you are hiring remote talent in Miam our seamless I-9 employment verification service is for you. I travel to your new hire and ensure compliance while seamlessly integrating new team members into your workforce. ✅ Stay Compliant: Navigating the complex world of I-9 forms and remote hiring regulations can be challenging. I'm well-versed in the latest requirements to keep your company compliant. ✅ Hassle-Free Onboarding: I understand the importance of a smooth onboarding process. My service eliminates the administrative burden, allowing your HR team to focus on what matters most - welcoming your new talent. ✅ Time and Cost-Efficient: Save valuable time and resources by outsourcing your I-9 verification process. I'm dedicated to making the process efficient and cost-effective for your business. Ready to simplify your remote hiring process? Reach out to me today or book at MiamiNotarySigning.com and discover how our I-9 employment verification service can benefit your company’s growth strategy. #RemoteHiringMiami #hrmanagement #EfficientOnboarding

What is the recent trends in recruitment? Remote work will increase rapidly in recruitment Although this might sound like old news, the working-from-home trend is one of the recruiting trends that will not fade once we start a new chapter. 98% of employees want to have the option of remote work at least some of the weeks. #recruitment #remotework #latesttrends #recruitingtrends #workculture #hiring

Employers are getting screened out. Do you know why? FACTS: Applicants typically do the following: 1 - look for the salary on the job post & 2 - check to see if its remote or hybrid If the job post does not share salary and/or its willingness for remote/hybrid work then you get screened out. They move on and apply to jobs that do share this information upfront. LESSON: Post your salary and be specific about hybrid/remote work model. You don't want to be screened out do you? #remote #hybrid #salary #screening #recruitment

So, we stumbled upon this thought-provoking statement from Roxanne Bras Petraeus, Co-founder of Ethena, and it really got us thinking. In one of her post about the FTC ban on non-competes in the US, she said “This whole thing is super confusing for most of us. Imagine asking Jane to differentiate between trade secrets, intellectual property (IP), confidential information, and the knowledge she’s picked up that could benefit competitors. You’d probably get a shrug emoji: 🤷♀️.” That really resonated with us here at The HR Hub Nigeria because, you know, we manage remote tech teams for our clients across various time zones, and a huge part of what we do is overseeing the entire recruitment process. We're talking job analysis, sourcing candidates, drafting all those compliance documents like employment contracts, NDAs, remote work policies, the whole nine yards. When the FTC announced that non-compete agreements were getting banned in the US, and with the realization from Roxanne's post, it made us think "Okay, our clients' teams are definitely gonna need some training to actually understand what all this compliance stuff means." So, that's exactly what we did! We conducted these scenario-based surveys with our own remote team to gauge their understanding of these concepts. And then, we used those insights to develop comprehensive compliance training for our clients' teams, helping them make sense of all those legal documents and policies. This and more is what we do for our clients. If you're a founder or business owner running a remote-first company, you've already got enough on your plate without having to stress about creating all those HR documents and policies, not to mention keeping your employees engaged and up-to-speed on everything. That's where we come in! We can take all those HR headaches off your hands so you can focus on what you do best. Outsource that stuff to us - we're experts in recruitment (even in this talent shortage era), training and development, compliance, the whole shebang. So, if you need an HR business partner that really gets the remote work game and can handle all those tasks for you, reach out to us! Just fill out the form on our profile or shoot us an email at contact@thehrhub.com.ng or info@thehrhub.com.ng. We're always ready to help you!

In light of current workforce demands, we often get asked, "Can we limit which states our remote employees work in?" According to Mineral, our HR expert advisors: Yes. In general, you can determine work locations for your remote employees and choose not to hire or employ anyone in specific states. Business and operational costs as well as state or local employment laws may factor into this decision. If you do decide to limit which states your employees can work in, we recommend including this information in your job postings. This should help streamline the recruiting process by reducing the number of applications received from states where you don’t intend to hire. You should also make current employees aware of any restrictions on where they can work.   Please note that this Q&A does not constitute legal advice and does not address state or local law.  

Recruitment horror story number 0. I realised that before sharing the awful tales from the world of recruitment, there is a starting point that I need to clarify. 🤐 The ongoing debate remote work vs office-based work is, purely and simply, wrong on all accounts. And that's because once you get stuck into such a divisive, polarising debate, you fail to realise that we're missing the point entirely. Organisations should not consume themselves taking one side of the argument or the other, because that leaves workers (who should be the central and only important part of this discussion) completely out. 🎯 The one and only question that organisations should ask each and every one of their people is: "how do you deliver your best work?". Then really hear the answer. And, wherever possible, ensure that the answer actually happens. Example of answers to said question are: - I'd prefer to work from home, as I have kids and I'd like to spend more time with them. - I need to be surrounded by creative people and I can't really do anything from home, so sign me up for 5 office days a week. - I'm most productive from 4pm onwards, as I am not a morning person and that's also when the house gets quiet, so I can concentrate. - I can't deny it, I love seeing people but sometimes I need some space for myself. Can we maybe do some days at the office when the team comes in, and the rest from home? - I would love to come to the office but I really can't with my mobility issues. It's not really a choice but working from home is the only viable option. - Have you been to my place? It's cold most of the day and I live with a flatmate I don't get on well with. I need the office and my colleagues, it's great for my wellbeing and my creativity. It's high time we all stop demanding that people take sides. This debate could be much easier if we all really wanted to solve the problem. The truth is that creating a great culture, building a place where people are really enabled and empowered to do their best work and the focus is on work done instead of time spent doing it or where it happens, takes time and effort. ⚠ Organisations that prefer to dictate (e.g. 3 days a week at the office, mandatory 9 to 5, etc.) rather than empower, have reasons to do that - whether that's expensive office leases, hidden agendas or zero interest to put effort to support their people. But when you put rules in place, you create a game. And when you create a game, people will find a way to cheat. Buuuut organisations know how to play the game. So many of them advertise themselves as "flexible", "open" or "supportive", and many other boldly declare that they "have a strong culture that empowers people to be their best". It's only when the surface is scratched that the mask falls off, and I have to say, quite comically. ✅ Ultimately, as an employer you would hope that people would deliver their best work. Then why just 'hope', when you can actually do something about it?

Are you up-to-date with the latest Form I-9 requirements? There is a new form as of August 1st, 2023. At People Rock HR Services, we're here to make sure your onboarding process is smooth, compliant, and hassle-free. Here's what you need to know: 📝 New Hire Package Upgrade: Update your new hire package with the newest version of Form I-9 and provide your team with the updated instructions. Count on People Rock HR to assist you every step of the way. 📜 Acceptable Document List Update: Don't forget to refresh the List of Acceptable Documents that accompanies your Offer Letters. Keeping things current is key! 🌐 Remote Verification Update: Remote verification is now permitted for fully remote staff – but here's the twist: this option is exclusively available for employers who utilize and are in good standing with E-Verify. Still, we recommend in-person onboarding for a host of reasons. 🏢 Physical Location and Hybrid Work: Staff reporting to a physical location or adopting a hybrid model must complete Form I-9 Section 2 in person. It's all about ensuring accuracy through physical examination of provided documents. 🗓️ COVID-19 Flexibility Deadline: The alternative procedure for Form I-9 documents examined remotely under COVID-19 Temporary I-9 flexibilities must be completed by August 31. Stay on track! 📚 Training Matters: Train all staff responsible for completing Section 2 of Form I-9. Knowledge is power. 📅 Timing Is Everything: Remember, Section 1 should be completed on the first day of employment, while Section 2 must be wrapped up within 3 days of the first day of work. 🔐 Keeping It Secure: Store all Form I-9s separately from other employment records in a secure spot. Your compliance matters! 🇺🇸 Language and Locale: Form I-9 is an English affair, except for our team members in Puerto Rico who can opt for the Spanish Form I-9. Spanish instruction pages can accompany the English form to guide your Spanish-speaking workforce. 📆 End of Employment: When the work journey ends, Form I-9 must be retained for 3 years from the date of hire or 1 year beyond termination – whichever is longer. Stay compliant, stay informed – that's how we rock it at People Rock HR Services. 🎸 Got questions? We're here to guide you. #PeopleRockHR #ComplianceMatters #FormI9Update #HRSupport #OnboardingDoneRight

AI’s role in recruitment: companies should learn lessons from the messy transition to hybrid and remote working

What are the possible Recruitment trends in the future? Recruitment trends for 2024 indicate that remote work will continue to be important, with 25% of professional jobs in North America being remote at the end of 2022. Proactive candidate engagement will become more common for lower and middle level roles, with recruiters increasingly investing in recruiting automation solutions such as Recruiterflow to reduce repetitive tasks and engage candidates more efficiently. Companies will also focus on diversity and inclusion, with more clients investing in diversity efforts. Employer branding will become increasingly important to position companies as those who care about their recruiters’ and employees' well-being and development. Data-centric recruiting will evolve from using data to help make decisions to the use of advanced technology to make hiring decisions more precise. Recruitment agencies will have to prepare for Gen Zers who expect virtual and fast-paced recruitment methods. In addition, recruiters will be transformed into business leaders, recognized as a strategic role, and responsible for anticipating hiring managers' needs and spotting opportunities for them. The growth of the gig economy will have implications for how companies approach recruitment and talent. Pay transparency will continue to be an important part of HR legislation in many jurisdictions around the world, with access to pay information and prohibiting employers from requesting salary history being among the measures identified.