What should temps know about the Affordable Care Act?

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By Outside-In® Team Member, Lisa Turner

Due to the Affordable Care Act (ACA) regulations that all full time workers (at qualifying employers) be offered health benefits, temporary workers are increasingly likely to have the option of employer provided coverage. In the past, it was not unheard of for temporary workers to be offered a benefit plan — but the plans were typically very limited with high premiums and low, if any, employer contribution.

This is a great development for workers that are on longer term temporary assignments because they now have access to healthcare benefits. However, it does cause complications for employers that were not previously providing coverage and for the insurance companies who need to accommodate a different type of workforce that shifts more rapidly that what is typical.

Staffing firms that employ a temporary workforce, like Outside-In® Companies, are challenged with finding plans that are compliant with ACA regulations while still being affordable to temporary employees. In the past, one way to make coverage more affordable was to limit hospitalization benefits under the plan. The ACA has stated the plans that limit major coverage (including hospitalization) are not considered compliant coverage for an employer. Employers may still offer that type of coverage, but they will be subject to penalties for doing so.

As an employee, if you don’t carry coverage, the penalties are increasing this year. The individual penalties for not having coverage in 2015 are (you’ll pay the higher of these two amounts):

  • 2% of your yearly household income. (Only the amount of income above the tax filing threshold, about $10,150 for an individual, is used to calculate the penalty.) The maximum penalty is the national average premium for a Bronze plan.
  • $325 per person for the year ($162.50 per child under 18). The maximum penalty per family using this method is $975.

After this year, the penalties will increase again if you do not have healthcare coverage. For more information on the penalties for not maintaining healthcare coverage, visit

Note to employers: Check out my blog from a few weeks ago for more helpful tips about the Affordable Care Act: Employers, Are You Ignoring the Affordable Care Act?

How to Retain Millennials

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Everyone seems to be curious about Millennials.Millennial-Workforce They are, after all taking over the workforce – in the next ten years they will comprise 75% of the global workforce (The Deloitte Millennial Survey). So, employers should take time to get to know millennials and what makes them tick.

One thing we know is that millennials are job hoppers. According to a survey by Pinpoint Market Research, 39% of participants aged 20-29, have already held 4-7 full-time jobs and 83% plan to stay at a single job for just two years, unless promoted. What is it that makes millennials move around so much? What do millennials value? Let’s look a little further into what Pinpoint found in their millennial survey to figure out how to retain millennials.

  1. Offer work/life balance: this seems to be one of the most important things that millennials seek from an employer. 88%, aged 20-29, said they seek a consistent work/life balance and 57% said they will leave a job if they aren’t getting it.
  2. Create opportunities to work from home: part of a work/life balance is the flexibility to work at home. 72% choose companies with work-from-home options.
  3. Don’t assume money is everything: if your retention plan is to throw money on the table when an employee seems unhappy, think again. 47% choose fewer hours over more pay and 60% choose “love of job” over money earned. Perhaps you should look at your workload expectations instead.
  4. Ensure your company is stable: millennials seek employment at stable companies – 88% say company stability is a top priority when considering employers.
  5. Focus on learning opportunities and career development: millennials want to work for an employer that fosters learning and development AND pays for it. 81% want companies to invest in their professional development and 83% want a clear path to promotion and will leave if they don’t get it. Here’s a few more statistics that really emphasize this one:
    • 83% want tuition reimbursement for education sought while employed
    • 78% want learning opportunities in leadership
    • 73% want to attend conferences, networking events and seminars

Based on the findings in this survey, millennials care about work/life balance, flexibility and career development. What will you do to retain millennial workers?

What Work Benefits Do Millennials Value?

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Millennials are quickly taking over the workforce and by 2025 will comprise 75% of the global workforce. These millennial workers value different things than the Gen X and Baby Boomers before them. In fact, when it comes to work benefits, they don’t actually value things all that much. Instead they value time, happiness and flexibility.

“This demographic is intensely aware of their value to employers based on their age, experience and skill-sets,” said Jennifer Jones-Mitchell, chief insights officer for Pinpoint Market Research and head of global marketing for Anderson Jones PR. “They know what they want from their jobs and they aren’t afraid to hold out until they get it. HR leaders need to consider structuring office environments around work-life balance and professional development if they want to attract the top-tier talent.”

So what do millennials value? According to a survey by Pinpoint Market Research, millennial workers find work/life balance to be the most important benefit, and they will take cuts in pay in order to maintain a work/life balance:

88%, aged 20-29, said they seek a consistent work/life balance
57% said they will leave a job if they aren’t getting it
72% choose companies with work-from-home options
47% choose fewer hours over more pay
60% choose “love of job” over money earned

In addition to work/life balance, millennials seek employment at stable companies and want an environment that fosters learning and development AND pays for it. And even though “fun company cultures” are way more prevalent these days, fun benefits aren’t at the top of the priority list:

88% say company stability is a top priority when considering employers
83% want tuition reimbursement for education sought while employed
83% want a clear path to promotion and they will leave if they don’t get it
81% want companies to invest in their professional development
78% want learning opportunities in leadership
34% want management training
73% want to attend conferences, networking events and seminars

Despite the focus on work/life balance, company stability, and professional growth, millennials will still find a way to increase their income. They will “puddle-jump” jobs, or switch jobs multiple times to increase their salary. Pinpoint’s survey found 39% of participants aged 20-29, have already held four to seven full-time jobs and 83% plan to stay at a single job for just two years, unless promoted. Millennials also have multiple income streams beyond full-time employment.

64% aged 21-25 plan to own a business or freelance, in addition to full-time employment
19% said they already operate their own business or are otherwise self-employed
60% plan to utilize additional income streams such as monetizing their online behaviors, reselling items online or operating side businesses

Millennials hold a lot of power, simply from the sheer number of them. So it’s important to understand what’s important to them so that you can do your best to attract and engage them, before they jump on to the next thing. If you don’t already, consider offering more work/life balance, work from home options, and professional development and training – oh and be sure to highlight that your company is a stable and reliable work environment (if its true, of course)!

Introducing talentSOURCE

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The improvement of the economy is shifting control of the job market back into the hands of the talent; How are businesses going to keep up with hiring, reduce their time-to-fill, and identify top talent?

NEWARK, Del. – July 27, 2015 – CBI Group has launched a new service, talentSOURCE, a comprehensive suite of talent pipelining solutions designed to solve hiring challenges. This new recruitment sourcing service was developed after considerable feedback from clients regarding difficulty sourcing top talent for hard to fill jobs. talentSOURCE offers customers five levels of sourcing and pipeline development services for a specific position or a number of positions.

As the economy improves, potential candidates have options, are well paid, and aren’t putting themselves or their experience out on the web as much; in turn, making sourcing talent more difficult. talentSOURCE has been developed to help businesses reduce time-to-fill, improve quality of hires, and identify top talent for hard-to-fill opportunities.

“Given the scarcity of talent and the importance of that talent to the strategic directions of our customers, we saw an opportunity to provide another service option,” says CBI Group President, Chris Burkhard. “We find that time and resources in recruitment are often stretched thin and that new ways of identifying candidates like talentSOURCE give leaders another lever to pull when needed!”

When examining hiring trends, it’s no surprise that the shift in the job market towards the candidate is affecting some of the most critical metrics. According to Indeed’s Time to Fill report in January, when businesses fail to fill a job opening within the first month, there is a 57% chance that the position will remain open for three months or more.

Additionally, more often than not, passive candidates, or those candidates who are employed and generally happy, are the most talented and desired professionals, making a strategic sourcing plan increasingly important.

CBI Group is a recruitment solutions company that serves customers nationwide from their Newark, DE headquarters. If you need talent sourcing help and would like to learn more about talentSOURCE, contact CBI Group at (877) 746-8450 or email

What are the Hot Jobs of Summer 2015?

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Last month we posted Hiring: All Signs Point to Growth, but are you wondering which industry groups top the employment growth charts? And which industries rank the lowest? Staffing Industry Analysts released the Hottest U.S. Job Markets: July 2015 Update earlier this month that answers these very questions.

Of 11 major industry groups, here’s how they ranked according to their composite growth score (CGS factors in the average monthly job growth over the prior 12, 6 and 3 months, as well as the level of acceleration or deceleration in growth observed over each of those periods).

  1. Professional and business services (74)
  2. Education and health services (72)
  3. Trade, transportation, and utilities (67)
  4. Leisure and Hospitality (64)
  5. Construction (62)
  6. Financial activities (47)
  7. Manufacturing (43)
  8. Information (43)
  9. Other Services (41)
  10. Government (37)
  11. Mining and Logging (15)

As you can see, of the 11 major industry groups, ‘professional and business services’ ranked highest in employment growth with a CGS of 74, and Mining and Logging ranked lowest with a CGS of 15. Within these major industry groups, 247 specific industries were ranked individually. Among all of the industries, here are the top 5 industries with the highest employment growth:

  1. Retail – Warehouse clubs and supercenters (78)
  2. Nonresidential electrical contractors (76)
  3. Computer systems design and related services (76)
  4. Management consulting services (76)
  5. Residential specialty trade contractors (74)

The 5 industries with the lowest employment growth were:

  1. Support activities for oil and gas operations (9)
  2. Agricultural, construction, and mining machinery (17)
  3. Oil and gas pipeline construction (19)
  4. Oil and gas extraction (21)
  5. Wholesale – Recyclable materials (21)

It’s also important to understand how many jobs there are in each of these industries. While some industries may have a high growth score, there may not be that many jobs overall in the industry. And then there may be some industries that do not have a very high CGS, but still employ a lot of people. So which industries boast a high CGS AND have a high overall employment number in summer 2015?

Industry  Composite Growth Score   Employment (in thousands) 
Retail – Warehouse Clubs & Supercenters 78 1,425
Hospitals 73 4,864
Computer Systems Design and Related Services 73 1,846
Offices of Physicians 71 2,538
Services for the Elderly and Disabled 70 1,526
Temporary Help Services 66 2,883
Restaurants and Other Eating Places 63 9,993

So what does this tell us? Any of the following would be a good place to look for jobs: healthcare jobs in hospitals, temp jobs at temporary employment agencies like Placers, jobs servicing the elderly and disabled, medical jobs at doctor’s offices, IT Jobs in all industries – and of course retail and restaurant jobs. Each are hot, hot, hot this summer 2015!

9 Warning Signs of an Ineffective Employee Engagement Program

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Employee engagement has become an extremely popular topic at companies across the country. Most of what’s written about employee engagement covers what it even means, dismal stats about pervasively low engagement rates, or tips on how your company can improve it. However, the best and most successful companies have realized how important it is to have employees who really care about what they do and why they’re doing it.

As millennials quickly dominate the workforce, the significance of employee engagement has never been stronger. The days when all that mattered was a steady paycheck, yearly promotions and standard vacation days are gone. This generation of young people wants to know that their work is valued and helps serve as a benefit to society.

It’s highly likely that your office has established some type of employee engagement program or plans to keep up with this growing trend. But how can you really tell if your team members are enjoying their jobs and, more importantly, finding purpose behind their work?

The infographic below will show you the 9 signs that your employee engagement program isn’t working.

If you’d like to read more, check out the original article on SnackNation’s blog here.