Staffing Insights Blog

Morales Group Named 2015 Top 100 Best Places to Work in Indiana

We are proud to announce we’ve been selected 2015 Top 100 Best Places to Work in Indiana through the Indiana Chamber of Commerce. The top companies in the state were determined through employer reports and comprehensive employee surveys.

Winners will be announced from the four categories on May 7: small companies of between 15 and 74 U.S. employees; medium companies of between 75 and 249 U.S. employees; large companies of between 250 and 999 U.S. employees; and major companies with 1,000 or more U.S. employees.

The 2015 Best Places to Work in Indiana companies listed in alphabetical order, no ranking:

Small Companies (15-74 U.S. employees) (41)
Company / Primary Indiana Location

American Income Life Indiana / Indianapolis
Apex Benefits / Indianapolis
BlueSky Technology Partners / Noblesville
Community First Bank of Indiana / Kokomo
Conner Insurance / Indianapolis
Cripe / Indianapolis
Cushman & Wakefield/Summit / Indianapolis
Delivra / Indianapolis
Design Collaborative, Inc. / Fort Wayne
Diverse Tech Services / Indianapolis
E-gineering, LLC / Indianapolis
eImagine Technology Group / Indianapolis
FirstPerson / Indianapolis
Formstack, LLC / Indianapolis
Goelzer Investment Management, Inc. / Indianapolis
Hanapin Marketing / Bloomington
Heritage Petroleum, LLC / Evansville
Hollingsworth & Zivitz, P.C. / Carmel
IDSolutions / Noblesville
Indiana CPA Society / Indianapolis
Indianapolis Indians / Indianapolis
JA Benefits, LLC / Bedford
KA+A / Indianapolis
Lakeside Wealth Management / Chesterton
Leaf Software Solutions / Carmel
Luther Consulting, LLC / Carmel
Magnum Logistics, Inc. / Plainfield
Mainstreet / Carmel
MMY Consulting, Inc. / Indianapolis
Morales Group, Inc. / Indianapolis
Oak Street Funding / Carmel
One Click Ventures / Greenwood
Pathfinders Advertising / Mishawaka
PolicyStat / Carmel
Scale Computing / Indianapolis
SmartIT / Indianapolis
Swagelok Indiana | Cincinnati / Indianapolis
The Skillman Corporation / Indianapolis
VOSS Automotive / Fort Wayne
Weddle Bros. Construction Company, Inc. / Bloomington
Wessler Engineering / Indianapolis

Medium Companies (75-249 U.S. employees) (24)
Company / Primary Indiana Location

Allegient, LLC / Indianapolis
Apparatus / Indianapolis
Bierman ABA Autism Center / Indianapolis
Butler, Fairman & Seufert, Inc. / Indianapolis
Community Bank Shares of Indiana, Inc. / New Albany
Elements Financial / Indianapolis
enVista / Carmel
Gibson / South Bend
Indesign, LLC / Indianapolis
Indiana Oxygen / Indianapolis
J.C. Hart Company, Inc. / Carmel
Katz, Sapper & Miller* / Indianapolis
MJ Insurance, Inc.* / Indianapolis
Moser Consulting / Indianapolis
National Association of Mutual Insurance Companies (NAMIC) / Indianapolis
Orchard Software Corporation / Carmel
Peoples Bank SB / Munster
Project Lead The Way, Inc. / Indianapolis
Purdue Federal Credit Union / West Lafayette
Sheridan Community Schools / Sheridan
Software Engineering Professionals, Inc. / Carmel
Unique Management Services/Unique Integrated Communications / Jeffersonville
United Consulting* / Indianapolis
United Leasing, Inc. / Evansville

Large Companies (250-999 U.S. employees) (20)
Company / Primary Indiana Location

American Structurepoint / Indianapolis
Appirio / Indianapolis
Brotherhood Mutual Insurance Company* / Fort Wayne
Centier Bank* / Merrillville
Duke Realty Corporation / Indianapolis
FORUM Credit Union / Fishers
Fusion Alliance* / Indianapolis
Hall Render Killian Heath & Lyman, PC* / Indianapolis
Hylant / Indianapolis
IPMG / West Lafayette
Kemper CPA Group LLP / Multiple locations
Magna Powertrain Muncie / Muncie
Monarch Beverage / Indianapolis
Mountjoy Chilton Medley LLP / Jeffersonville
Ontario Systems / Muncie
Shiel Sexton Company, Inc.* / Indianapolis
Sikich LLP / Indianapolis
The Children’s Museum of Indianapolis, LLC / Indianapolis
The Kendall Group / Fort Wayne
Traylor Bros., Inc. / Evansville

Major Companies (1,000+ U.S. employees) (15)
Company / Primary Indiana Location

Aerotek / Indianapolis
Capital Group* / Carmel
DTZ* (formerly Cassidy Turley) / Indianapolis
Eaton / South Bend
Edward Jones* / Statewide
Emmis Communications* / Indianapolis
Hilliard Lyons / Multiple locations
Horseshoe Casino Hammond / Hammond
Interactive Intelligence* / Indianapolis
Microsoft Corporation / Indianapolis
Ogletree, Deakins, Nash, Smoak & Stewart P.C. / Indianapolis
RCI* / Carmel
Total Quality Logistics / Indianapolis
Trilogy Health Services, LLC / Multiple locations
WestPoint Financial Group* / Indianapolis

Affordable Care Act ASA Statement of Principles

Aside

American Staffing Association Committed to ACA Compliance

The Affordable Care Act is the most sweeping health care legislation in decades. It aims to give workers greater access to better coverage at more competitive prices, giving them more control over their work life, and increasing the mobility and competitiveness of the U.S. workforce.

While implementing the ACA presents challenges to our industry, Morales Group is committed to compliance with the law. To that end, as an ASA member, we commit to the following principles:

1) We will comply with the law, both in letter and in spirit, and are committed to the legal and ethical management of our workforces pursuant to its provisions.

2) We will use our expertise and experience to help clients address the new demands of the law and understand the nature and extent of the additional staffing costs they will incur.

3) We will work diligently to help our clients implement legitimate workforce strategies and will not participate in practices that violate the law’s intent.

4) We will communicate to our employees both their new opportunities and their new obligations under the employer and individual mandates.

5) We will continue to work with the government and other stakeholders as a proactive, constructive partner as the regulatory process moves forward.

America’s staffing, recruiting, and workforce solutions companies match millions of people to millions of jobs every day—about 3 million per day, and 11 million per year. U.S. businesses turn to these firms to fill workforce gaps, to augment their own staff, and to find new employees.

What incentives do employees want most?

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During this post economic slump it’s more important than ever to motivate employees who are frustrated due to many factors, including constant downsizing, lack of promotions and frozen salaries. Incentives help engage employees, and are an indirect route to bottom line results. Rewarding employees for their exceptional work is critical for keeping them motivated to want to do their best.

We all may not be able to offer some employee perks/incentives like Facebook with free onsite food, $3,000 reimbursement for childcare and 21 days of PTO but we can work to make our employees happier. A simple ”Good Job” or a public employee appreciation/recognition in front of other employees will go a long way.

According to Mindflash, a leading platform for employee, partner and customer training, what employees say they want and what employers think they want is quite different. Employees actually want to be appreciated, cared for, and “in” on things.

Do you know what your employees really want? Have you considered rolling out a program for 2014? Share and weigh in!

Source: Mindflash

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Unemployment. Hiring Trends. Staffing Industry

According to a report by ADP and Moody’s Analytics, job growth slowed in October, and the private sector added just 130,000 new positions, which is below the average of the last twelve months. Small business growth was also down from the previous month, while payrolls among large enterprises showed an increase. Per the sector details, goods-producing employment rose by 24,000 jobs, construction payrolls added 14,000 jobs, and manufacturing payrolls increased by just 5,000.

The bigger news released by the economic-forecasting firm Capital Economics, reports the U.S. unemployment rate numbers will rise for October from 7.5% from 7.2% due to the government shutdown. The unemployment rate for October will include furloughed government workers and private sector employees laid off by companies that relied heavily on federal contracts. Yet, the expectation is the unemployment rate will certainly fall this month, as a reflection of the federal and private-sector employees returning to work.

Additionally, the release of the third quarter GDP report was postponed  until November 7th due to the government shutdown but the forecast predicts a 2.5% growth which all depends on the temperature of companies going back to business. There is speculation that hiring, spending and investment decisions were delayed from October to this month.

What this means for both the industrial and professional staffing industry; those staffing firms coming out ahead must best locate, filter and train the workforce from an abundant pool of available candidates. The record levels of unemployment and underemployment bring an opportunity for staffing firms to position themselves to help bring about social good in guiding the individuals seeking employment.

 

May 7 Deadline for Implementation of New Form I-9

The USCIS recently released a new Employment Eligibility Verification Form I-9. Employers should start using the new Form I-9 with the revision date 03/08/13 immediately for all new hires. The older forms can be used for the next 60 days until May 7, 2013 when all employers must only use the new form (Rev.03/08/13)N.

Here are some of the changes to the I-9:

-Form I-9 is now two-pages

-Expanded instructions

-New fields for email address, phone number and foreign passport in Section 1.

Employers are required to complete Form I-9 for all newly hired employees to verify their identity and authorization to work in the United States.

You may obtain the new Form I-9 (Rev.03/08/13)N by visiting I-9 Central or here.

 

 

 

Affordable Care Act Talk with Predictions for the Staffing Industry

Our apologies for the lapse between blog posts, but rest assured you can now expect to see them on a weekly basis.

We have had quite a bit going on in the last three months and the best starting point is to highlight our attendance last week at the 2013 Staffing Industry Analysts Executive Forum. Over 900 CEOs, owners and senior level executives gathered for four-days at the Omni Orlando Resort at ChampionsGate in Florida for one of highest rated conferences in the industry.

The Affordable Care Act was a central topic of discussion (as it is with all businesses right now), but the overall vibe is the ACA will be more of a boom than bust for our industry. And as 2014 draws closer, all staffing firms are gearing up for the changes but many proposed rules are still under discussion. You can definitely expect to see several ensuing blog posts as we learn more in the upcoming months.

A few other discussion points were about the expected industry growth over the next five years and the emerging online staffing market. Barry Asin, Staffing Industry Analysts President, gave a keynote speech on the following 18 predications for our industry.

Here are all 18 predictions for the staffing industry by 2018:

1) U.S. staffing revenue will hit $160 billion in 2018, up from $126.8 billion in 2012.

2) North America will remain about a third of the global staffing market.

3) Information technology and industrial staffing will make up nearly 60 percent of the U.S. temporary staffing market. They are at 53 percent now.

4) Market concentration increases: the top 15 firms will have 50 percent of market share.

5) The Affordable Care Act will benefit the staffing industry. “We will see that the Affordable Care Act will be more boom than bust for the staffing industry,” Asin said. However, a survey by Staffing Industry Analysts found that staffing firms expected customers to absorb a median 65 percent of extra costs while another survey found a majority of buyers expect to absorb none of the costs.

6) Healthcare staffing revenue will reach $13.4 billion in 2018, which represents an estimated compound annual growth rate of 6 percent from 2013.

7) Work will expand from “supply chain” to “human cloud” models. The human cloud includes online staffing as well as crowdsourcing where a large task is broken down into several smaller micro tasks that are farmed out to online workers.

8) Online staffing will reach $5 billion in annual spend in 2018 from $1 billion in 2012. Online staffing includes firms such as Elance and oDesk. These firms connect staffing buyers with workers online — tasks are posted on a website and workers are engaged and paid via the platform. The workers are often independent contractors, but they can be W-2 employees as well. Often the staffing buyer and worker never meet face-to-face.

9) Total talent management will become ubiquitous by 2012. Total talent management refers to overall management of a workforce, both traditionally hired and contingent workers. It includes such aspects as designing benefits and compensation, measuring performance and planning for future workforce needs among other aspects. It involves both traditionally hired and contingent workers.

10) Technology choices and effective adoption practices will be critical to the success of staffing firms in 2018 like never before.

11) Maturing VMS, MSP and RPO models morph into the next big thing.

12) Staffing firms will be among the heaviest users of social media.

13) Big data and social media will dominate the skills needed in staffing.

14) New staffing operating models will roll out of the lab and into the mainstream. Examples include virtual and offshore recruiting and video interviewing.

15) Death of the branch office model for staffing companies.

16) Independent contractor compliance/screening adoption will exceed 70 percent among large clients. Presently, 54 percent of large buyers had adopted such models in 2012.

17) Micro-targeting locations will drive growth for staffing firms.

18) Micro-targeting of skills will drive growth in staffing as well.

 

 

 

Saying Thanks at This Time of Year

Thank YouShowing Customer Appreciation

This is the time of year that we try to express to our customers, employees and business associates just how much we have appreciated their support and business over the past 12 months. Some of us choose to do this at Thanksgiving, others as part of the Christmas season. We send cards, deliver gifts, arrange holiday parties and make heartfelt telephone calls.

Reaching Out Via the Web

As the prevalence of online marketing has grown, more and more individuals and companies are sending notes of appreciation via their websites. This can be an effective way to reach a large, geographically dispersed client base with a sincere message of thanks.

Reminding Others of the Value You Provide

In a recent blog post by Rhoda Israelov of Say It For You, she remarks how she received a thank you card from an association she belongs to not only thanking her for her membership, but also noting some of the benefits of being a member. Rhoda noted this was a nice way to show appreciation as well as remind you of the value of your membership. She commented, “Restating those top five benefits made me think about becoming even more involved in taking advantage of those benefits and telling others about them as well.”

Mind you, this is not a “thank you” and a sales pitch, but a reminder of why you work together with your customers to provide value that both of you receive. Doing this with all your customers will make for a stronger relationship as you move into the New Year.

 

The Disengaged 65%

Employee Engagement Starts At The Top

Gears showing engagementBelief in the future of your organization and belief in senior leadership are the strongest drivers of employee engagement. This goes beyond just having a stated vision and mission statement, but involves leaders that take a sincere interest in their employee’s long term success.

This is not to say that having a stated company Vision and Mission are not important. In fact they are. According to research done by Modern Survey, employees are 26X’s more likely to be fully engaged in their jobs when an organization’s values are “known and understood.”

In the same survey it was noted that 65% of the workforce feels they are under engaged; that only 39% believe senior leadership shows a sincere interest in their well-being; and only 41% have confidence in their company’s senior leadership.

So here’s the challenge ….

How do you get a workforce that feels it is generally underappreciated and uninspired to be more engaged?

1. You absolutely need to create a Vision and Mission statements that speak to the future and promote the greater good that your company can accomplish. Knowing that you are part of something bigger is key to creating an engaging work place.

2. Senior management must profess and continually reinforce the company’s Vision, Mission and Goals. If top management doesn’t live their beliefs daily, then your employees will not incorporate these commitments into their actions.

3. Build confidence into all you do. By exuding confidence and clearly communicating what needs to be done, others will jump on board.

4. Recognize those around you. Showing appreciation for an employee’s effort and commitment will energize them.

Don’t Be Part of the Disengaged 65%

Building a workforce that believes that what it is doing positively impacts others, feels appreciated, and sees the company’s values reinforced daily, will insure that they are NOT part of the disengaged 65%.

 

Want to improve retention? Recognize Your Employees.

Employee RetentionEmployees Feeling More Satisfied.  Really?

Smartbiztrends.com reported recently that U.S. workers were feeling more satisfied than earlier in the year with their jobs. Can this really be the case? In most media reports the normal commentary is that many workers feel trapped in their jobs. This is because most don’t believe that they can leave their current positions for fear of not finding similar employment elsewhere.

On-the-Job Recognition Goes A Long Way

Recognition plays a big part in how an employee feels toward their employer and job satisfaction. In a survey done by Globoforce Workforce Mood Tracker, half of the employees report that they have been recognized for their on-the-job efforts, up from 44% a year ago at this time.

How an employee feels about their job situation can be impacted signifcantly by the level of recognition they receive. Smartbiztrends.com reported “only 23% of employees who have been recognized at work say they plan to search for new employment when the economy improves, compared with 51% of those who have never been recognized. Most (76%) of those who have been recognized by their employers love their jobs, compared with 37% of those who have not.”

Employee Recognition Can Be Simple

Showing appreciation for a job well done does not have to be hard, time consuming, or overly expensive. Often just citing an individual’s effort in front of the rest of the team or organization can pay big dividends. Simple recognition items like gift cards, thank you notes, some extra cash in their pocket, or an extra vacation day are always well received.

Contact the Morales Group with any of your questions on how to build recognition into your employee retention activities.

 

Do You Have a Hiring Game Plan?

An Effective Hiring Game Plan

What is your Game Plan?Some of you will say, “Of course I have a plan to recruit, assess and hire new employees”. Others of you will say, “Well yes, kind of”. Our guess is that the extent of your hiring plan depends on how often you are in the market for new employees. Those of you who hire frequently we suspect have a well defined process for recruiting, interviewing and selecting new employees. Those of you with less reoccurring demands may have a process, but one that may be less consistent. Regardless of the status or frequency of your hiring practices, there are certain questions that will make your “hiring game plan” more effective.

What’s your timetable on filling your open position?

Fast, slow, when we find the right person? Knowing how immediate the need is to fill open positions is important so that your HR managers can communicate the length of time the process may take to your candidates. So often this is not done and this can discourage good prospects if they feel there are long delays. This will lead to losing out on good candidates who take other job offers.

Have you defined the essential skill sets needed for the position?

Sounds like this should be the first thing on the list, but surprisingly, many hiring managers want to talk to candidates and trust their gut feelings as to whether a candidate fits their needs. Hiring based on cultural fit while down playing a candidate’s skills will often lead to a bad job match. Defining the skills that are absolutely required needs to be done. With the many assessment tools available your core skill sets can be readily evaluated as part of your decision process.

Who is involved in the hiring decision?

Is it just the human relations department, a single hiring manager, a hiring evaluation team? Although recruiting is often left to the HR department, any successful hiring plan must include the hiring manager. A hiring manager engaged from start to finish will ensure that each candidate will match the requirements needed to be successful in the job.

Are you taking advantage of today’s technology and evaluation tools as you assess candidates?

There are online tools that will help you qualify basic skills, look at behavior tendencies and speed up the interviewing process. Using these assessments along with remote video interviewing can shorten the hiring process and provide useful insights to the hiring manager.

Does your plan insure compliance?

For those who hire frequently you are familiar with the government regulations that are meant to prevent discrimination against protected classes such as race, gender, and age. Firms that hire less frequently need to make sure their hiring plan takes into account these requirements so you avoid issues of non-compliance with the Equal Employment Opportunity Commission.

Contact the Morales Group with questions on building your own “hiring game plan”. We’ll be happy to answer any questions you may have.