Companies Share Common Internship Program Goals

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As the school year begins to wind down, your organization may be looking to hire some additional support over the summer in the form of a college intern. While each organization will undoubtedly vary in terms of the specific needs the internship is designed to fill, the results of the 2013 ERC/NOCHE Intern & Recent Graduate Survey strongly suggest that in general, organizations hiring interns are doing so with a common set of goals in mind.

Top among these goals are “developing a talent pipeline”, “assisting with special project work”, and “obtaining affordable workforce support”. Reaching the two latter goals sounds fairly straight forward- hire an intern for a few months over the summer and hand off some administrative busy-work. However, this conventional approach to internships fails to help, and in many cases may actually hinder, organizations looking to realize the lasting benefits associated with “developing a talent pipeline”. Instead of taking a passive approach to internships, developing a talent pipeline requires a more actively engaged employer.
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Important Legal Updates: I-9, FMLA, HIPAA, & H-1B Petitions

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New I-9 Form

U.S. Citizenship and Immigration Services (USCIS) has released a revised Employment Eligibility Verification I-9 Form which contains many improvements including new fields, reformatting, and clearer instructions for 2013. Employers should begin using this I-9 form (effective date: March 8, 2013), however previous versions of the form may be used until May 7, 2013.

I-9 Form
Handbook for Employers: Guidance for Completing Form I-9

FMLA Changes

Important updates to the Family Medical Leave Act (FMLA) went into effect on March 8, 2013. These updates included expanded protections for veterans and exigency leave as well as modified rules for airline personnel and flight crews.
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New I-9 Form Available

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U.S. Citizenship and Immigration Services (USCIS) has released a 2013 revised Employment Eligibility Verification I-9 Form, in both English and Spanish versions, for employers. The Department of Homeland Security has also issued a Notice about the new I-9 Form in the Federal Register. 

According to USCIS, effective March 8, 2013, employers should begin using the new I-9 Form (Rev. 03/08/13)N for all new-hires and reverifications, however, the previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09)Y may continue to be used until May 7, 2013. After May 7, 2013, however, employers must only use Form I-9 (Rev. 03/08/13)N.

The I-9 Form is required to verify the identity and employment authorization of individuals hired for employment in the United States and the 2013 I-9 Form contains many improvements including new fields, reformatting, and clearer instructions.

Download the 2013 I-9 Form

Source: USCIS

Compensation Rising for Recent Graduates

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With graduation day only a few months away, the pressure is on for many soon to be college graduates in need of full time employment. This flood of new job seekers on the market come May offers employers a great opportunity to take on these highly educated, enthusiastic potential new employees- and, even better, in most cases, these new employees can be brought on board at entry level compensation levels.

Benefits of Recent Grads

In fact, ERC/NOCHE’s 2012 Intern & Recent Graduate Survey reports that 42% of employers make their entry level hires directly from this pool of new college graduates. Their reasons for doing so are fairly consistent from year to year with the vast majority of employers recognizing new graduates not only as a great value (strong educational background, again for entry level compensation levels), but also as an opportunity for their organization to develop a talent pipeline, infuse the workforce with new energy, and boost the level of tech savvy among their employees.
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Skilled Manufacturing Salaries Gain Ground

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Despite multiple reports of optimism about Northeast Ohio’s manufacturing sector growth rate, the widely publicized quarterly economic indicator report published by Team NEO for the fourth quarter of 2012, further analysis offered by the report’s research team concedes that growth does not translate directly into job growth. The quarterly report cites data from Moody’s, placing the region above the national average for manufacturing sector growth rates. But, the researchers point out that increased production does not guarantee job creation at those same levels.

At least in the short term, manufacturing job growth here in Northeast Ohio does seem to be accompanied by slightly more competitive salaries when compared to national averages (2013 EAA National Wage & Salary Survey). Although the increases are small, only a few percentage points each year, skilled manufacturing positions such as welders and CNC machine center operators are among those that are consistently gaining ground and ultimately becoming more competitive when compared to national averages.
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5 Proven Ways to Attract Highly Skilled Talent

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Finding the best people – the most highly skilled and top performing talent – is usually a challenge for employers, but over the years, in researching how employers land great talent in our NorthCoast 99 program and various survey reports, we've learned some "tried and true" ways that they attract the best people.

1. Make a decision to hire only the best.

Many organizations accept poor fits and mediocre talent when they don't have to settle for anything less than the best. Whether it's a policy, philosophy, or just a general standard, you too, can make the decision to hire only highly skilled top performers.

Not only does a commitment to hiring only top talent focus your recruiting and hiring practices, more importantly, the best performers don’t want to work among average talent or poor performers, so hiring only the best people will generally help your organization retain more top performers and attract new ones. Chances are, your best people will also refer you more highly skilled top performers.
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Facebook Announces Social Jobs App

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In 2012 Facebook, in cooperation with the U.S. Department of Labor and several other organizations announced the Social Jobs Partnership, a new social media-based job search tool. The Social Jobs Partnership app is a centralized database of job opportunities pulled from a number of outside job boards. At the time of launch, there were about 1.7 million jobs hosted through the app.

The Social Jobs Partnership is an effort to leverage the power and reach of social media to connect job-seekers with relevant jobs. If successful, Facebook would become a major competitor to LinkedIn in the social-recruiting arena.
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Money Still Available for BWC Transitional Work Grants

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Over the summer, the Ohio Bureau of Workers’ Compensation (BWC) began accepting applications for the latest round of Transitional Work Grants. Grant money is still available for employers wishing to participate.

BWC’s Transitional Work Grants program gives employers the opportunity to hire a professional transitional work developer to assist with the development of BWC-approved policies and procedures focused on best practices and early return to work. The program is open to all private and public taxing district employers (cities, counties, townships, school districts, etc).
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A Step-by-Step Guide to On-Boarding New-Hires

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Many organizations struggle to on-board and engage new employees effectively which poses challenges in setting them up for success in their new roles. As a result, we've compiled a step-by-step guide to help you successfully on-board and engage your new-hires.

Step 1: Communicate with the new-hire.

On-going communication with the new-hire is essential for effective on-boarding. The new-hire's immediate supervisor and HR liaison should not only call or email new-hires at least once to answer questions and welcome them prior to their first day, but also send them information such as:
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Readlist: On-Boarding

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The following is a Readlist with a ton of great articles on the subject of on-boarding. We encourage you read, save or share these articles!