Human Resources

How to Leverage Veterans’ Skills for Your New Business

June 22, 2021 By Administrator

How to Leverage Veterans’ Skills for Your New Business

Guest Post by Kelli Brewer

Every new business owner knows how tricky it can be to find the right candidate for a role. Start-ups require immense role juggling, with every employee wearing multiple hats simultaneously. It is also critical to have a self-starter hire, who can work competently and without constant supervision. This is where veterans come in. Not only do they have a wide range of skills perfect for a fledgling business, but they also have the drive to make your business goals a reality.

Benefits to Hiring Veterans

There are innumerable benefits to hiring vets for your new business. From problem-solving and decision-making to honesty and attention to detail, veteran hires are sure to have a varied skill set to apply to your workplace. The following are some standout skills most vet hires come with:

Veterans work well independently: As a new business owner, it is natural for your business to pull you in numerous directions, making it difficult to delegate. Hiring those who take initiative can be critical to being able to carry out work efficiently. According to Lifeline for Vets, veterans are 45% likely to find business success, indicating that they are self-starters and independently minded.
Veterans are goal-oriented: One of the biggest takeaways from military service is completing missions accurately and correctly. Collaboration, cooperation, and hard work are emphasized to make target goals a reality.
Veterans are technically skilled: For example, did you know that veterans receive government-provided accreditation and degree opportunities? In addition, veterans are trained in technological knowledge, with practice in numerous industry-standard software and procedures. These skills will be a great addition to your talent pool.

How Can I Hire a Veteran For My Business?

Go about looking for the perfect vet hire just like you would any other employee: by searching job sites. Decide on the skills and experience you’re looking for, and reach out to candidates that will be the best fit for the role. When it comes to hiring vets, consider the skills they have and how they may be suited to your workplace — for example, a vet with experience in recruiting is ideally suited for an HR position. Remember to include ‘veterans encouraged to apply’ on your job title so that it is visible to veterans and helps your listing gain traction.

You can also look up veteran-specific resources, such as veterans’ job sites. Job banks and government recruitment websites are also great places to post your listing. Check out the U.S. Department of Veteran Affairs and the Department of Labor’s Veterans’ Employment and Training Service (VETS). These pair veterans with corporate leaders and run incentives and schemes that encourage businesses to hire veterans. For example, did you know you can get tax credits for hiring ex-military personnel? Just another reason to hire a vet today!

Once you’ve hired the right candidate for your post, you’ll need to go ahead with onboarding and settling them into your workplace. This process is typically the same for any hire: You settle them in, delineate their tasks, and help them navigate their entry into the workforce.

You’ll also need to integrate your new hires into your payroll. Look for a service to allow direct deposit with payroll and automatic payroll scheduling to pay your employees on time and, by extension, happy. Accurate reporting and tax filing are also necessary to keep your business above board and organized. After your payroll goes out each month, it’s just a matter of adjusting tasks if need be and evaluating your new hires’ performance.

Indeed, the best way to honor veterans is to hire one. You’ll be able to give back to the courageous men and women who served our country selflessly for years. And remember: Hiring a veteran has innumerable benefits for the small business owner. Utilize the standout skillsets veteran hires bring to the table today, and watch your business transform to new heights.

If you need comprehensive office support, or simply to find more hacks for professional and personal growth, subscribe to Judy Vorfeld’s blog and newsletter!

Human Planet: BBC

February 12, 2011 By Administrator

Employees and Holiday Parties

November 24, 2008 By Administrator

By Anne Caldwell

With the holidays approaching, many business owners decide to acknowledge employees with a party of sorts, as a gesture of appreciation and an opportunity to socialize together. What liability might a business owner face by sponsoring an event of this sort?

There are several aspects that need to be considered. From the standpoint of recognition, having a gathering is a nice idea. But if the balance of the year is vacant of expressions of appreciation, an annual event is not going to buy much in the way of loyalty. It should be a culmination of other ways in which you show your employees you value them.

Another issue to think about is the notion of a “Christmas” party. There are many religions other than Christian, and if you are going to address anything religious, it is important that you address other expressions as well. This can be challenging, but the best approach is to announce that you’d like the party to represent the company as a whole and involve the employees in the planning. There’s nothing wrong with having a Christmas tree, but add some references to Chanukah or Kwanzaa, if you have employees who observe them. If they do not step forward with input for the party, they have relinquished their right to complain later.

Finally, consider carefully if alcohol will be served. Aside from the expense and concern for safety, there are issues of liability and professionalism. If you choose not to serve liquor, make sure that employees know they are not to bring alcohol to the party.

To fail to plan for the possibility that some participants may over-imbibe is remiss. Not only could their professional reputation suffer if they act foolish or obnoxious, but your company can be held liable of they leave the party and cause an accident. If you decide to serve alcohol, there is no sure way to avoid liability and to keep your employees safe.

It is important that you have a workplace substance abuse policy that has been adequately communicated. Review it in the weeks prior to the party, via bulletin board listings, paycheck stuffers, or office e-mail. Make it clear that drunkenness is prohibited, and that professional and responsible behavior is not just expected, but required. Make sure there are lots of interesting non-alcoholic choices available, maybe an espresso bar, or a variety of juices.

You can issue drink tickets to employees, thereby limiting their intake, but that doesn’t preclude people from giving their unused tickets to someone else. Whoever is serving should be vigilant and watch for signs of tipsiness or too frequent visitors to the bar. Remind managers that they have responsibility for maintaining the company’s drug and alcohol policy. They should be mingling anyway, and keeping an eye out for any potential problems.

Make sure there is lots to eat, especially starchy or protein-based choices that slow the absorption of alcohol. Avoid greasy or salty foods that tend to make people thirsty. Stop serving alcohol an hour before the party ends, but leave some food and coffee out.

Provide alternative transportation, whether that is a company van with a designated driver, or company-paid cab rides. Talk this up in advance, and emphasize that this is a responsible choice, not a silly one. Encourage anyone who may have had too much to drink to take advantage of these free – and safe – alternatives.

Anne Caldwell is President and Founder of Outsourcing Solutions, a human resource strategy firm that works with small companies, start-ups and organizations in transition. Outsourcing Solutions can be reached at (602) 228-9191, www.azoutsource.com or pres@azoutsource.com

Employees: How do we keep the best? Part 2

October 16, 2008 By Administrator

By Guest Columnist Anne Caldwell
President, Outsourcing Solutions
How to Avoid Employee Burnout
Helping employees keep their work fresh is another way to avoid burnout. Meeting with staff on a quarterly basis and giving them the opportunity to trade some functions not only keeps them from being bored, it creates a cross- trained pool that can be useful in a crunch.

Take a half-day off once a quarter, splitting the crew in half if you need to maintain coverage. Take them to lunch and let them decide what to do with the afternoon – miniature golf, shooting pool, maybe even playing board games together.

Take Them Out to Lunch
Everyone appreciates being taken out to lunch and having the company spring for some entertainment, and it renews relationships within the group as well, releasing some of those resentments and differences that build up between co-workers.

Find Creative Methods For Building Team Spirit
Finally, find ways to let them acknowledge each other in some creative ways. Go to the local pawnshop and pick out the gaudiest bowling trophy you can find. Present it to a member of your staff, but make sure they’re chosen for a specific act of going beyond the call of duty. It then becomes their responsibility to pass it on after it sits in glory on their desk for a week. They need to select someone carefully, based on a specific act.

All in all, people will tell you that a good salary is great, and a comprehensive benefits package is attractive. But the one thing you cannot undervalue is a positive, productive, and appreciative environment. Everybody wants to work there.

Click here to go to Part 1 of this article
Find H/R expert Anne Caldwell at Outsourcing Solutions. http://www.azoutsource.com