Human Resources – Hot Job in 2013

Computer Analysts, Accountants and Marketing Specialists joined Human Resources as the top 4 hot jobs of 2013. Computer analysts will be needed to handle “Big Data” while Marketing Specialists find growth markets in social media and Accountants are required for money management and audits. Human Resources will be responsible for recruiting and keeping employees engaged in a talent-starved economy.

The post from HRNews Daily states that “20 percent growth is predicted for the next five years” for Human Resource professionals.

Click here to review the full HRNews Daily post.

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Compliance Prep

The Employer Solutions Blog put together a list of compliance tips for 2013 regarding taxes, benefits, and how valuable an effective HRMS database can be for combining all relevant employee information. Most notably is this paragraph which states that medical records have long since started combining medical records databases and other industries need to follow their lead:

“Firms are already struggling with big data deployments, social media inundation and increased threat environments from cloud and mobile offerings. Now, HR personnel also need to make sure their electronic filing solutions are up to federal compliance guidelines, because for firms in the healthcare field, this is the first year where Electronic Health Records will be a requirement. Other businesses will want to start heading this way, too; the increased usage of eDiscovery, federal audits and government reliance on digital systems means that laws could soon mandate these tools for every industry.”

To read the full post, click here.

The Employer Solutions Blog is hosting “Compliance in 2013: Are you Prepared” on January 29. Sign up if you need to learn what’s in store for 2013!

Benefits & Regulations Prep

A post on the HR Daily Advisor sheds some light on complying with the Affordable Care Act (ACA) and how to handle W2 Reporting. Specifically addressed for W2 Reporting is small employer exemptions, COBRA coverage, and partial months of insurance coverage.

Click here to read the full post.

Also, be sure to sign up for the Employer Benefits Bootcamp on February 19.

2013 May Be the Year

Of late I’ve been researching Human Resource trends (and teaching myself more about blogging!). I started working in an office in the 90’s (not dating myself, I swear) and at the time applying for a job was pretty simple. The process involved getting a Sunday newspaper, circling jobs you qualified for, typing out a resume (one type written page could be photocopied many times) and a separate cover letter on thick, expensive “resume” paper then putting it into an envelope (of the same paper quality as the resume) with a stamp and a mailing address as stated in the advertisement.  A day or two went by; you received a call from HR and were presented with a time for an interview. You dressed in a suit and showed up in person to answer the interview questions, and within a few more days you received the call telling you that you had the job.

Flash forward to the early 21st century: the Sunday paper now just exists for coupons. Jobs sites supply the well of jobs and you are now required to apply online – tailoring your resume to the job listed – and then enter specific details into an applicant tracking system (ATS). Your other job application options include creating a stellar LinkedIn profile where recruiters may search you before you can even apply to a job and networking with professionals in your field who may know of an “unadvertised” position. You are also encouraged to create a Twitter resume, post extensively to Google+, make your whereabouts known in FourSquare, post significant details about your life in Facebook, update wiki’s and make a video for YouTube – all of these actions increase your influence in the social media world and bump you up in the search engine ranks. Your interview may be conducted by a recruiter a world away via Skype while you sit before your webcam (or just hold up your smartphone!) dressed in business casual attire. That same recruiter may send a text with a 1AM time stamp telling you that you have the job!

As you can see, so much has changed and evidently, the social media revolution has reached a new point and is transforming the working world once again.

According to a post from HRMorning.com blogger Dan Wisniewski, those looking for a working environment outside the rigid 9-5-onsite-only standard may get their wish starting in 2013. For years workers – namely Generation X and the Millennials – have wanted more control over their schedules; or at least to have hours that allow for more work-life balance. Mr. Wisniewski states that this year may see a rise in companies agreeing to offer more flextime and telecommuting options. Human Resource Departments may use video to conduct online interviews, which saves the employer and the applicant time as well as money.  Lastly, the idea of using temporary or freelance workers will grow in popularity because hiring these people will allow companies to be more competitive (no benefits) and allow the workers to gain more experience and flexibility.

Wow, 2013 may be the year when everything we’ve known about applying for, obtaining, and retaining a job changes. With that, I can honestly say that I appreciate the opportunities and challenges of being social networking savvy.  I especially appreciate it since I am from the generation that saw these trends just as they were beginning to rise.

The Future is Social

Jeanne Meister’s blog post details how 2013 will be the year when recruiting takes a bigger step into the social media world. She states that more companies will incorporate games, or “gamification,” into their training to engage employees.  Additionally, Ms. Meister adds that resumes will be replaced by personal brands established in the social media world, for example, how you appear in online searches, your current tweets, your LinkedIn community and recommendations, and your ability to influence others (Klout score!). She also writes that recruiters are taking sourcing to a new level by scanning updates to online profiles (indicating those planning a job search) and the applicant’s extensive use of social media.

Read the full article here:

2013: The Year of Social HR

What’s your Klout score?

You may be hearing this question in interviews, seeing the number on business cards or it may be showing up in your online profiles. Klout scores are determined by a social media metrics site called, simply, Klout and the scores range between 1 – not so influential and 100 – very influential. The average score is around 40.

Klout (www.klout.com) was founded in 2008 with the idea that everyone is influential, then they set out to measure to what degree each individual has influence. Klout pulls measurements from Facebook (how your network engages you directly), Twitter (retweets, followers, and replies), Google+ (comments, reshares and +1s), LinkedIn (title, connections, comments), Klout (+Ks), foursquare (tips) and Wikipedia (inlinks and page rank). These seven main areas, along with other mathematical factors combine to create this score and show how you can persuade, inform and excite those who are linked,  follow or like you in the social networking world.

So now that you have the basics – download the Klout app for your smartphone, get plugged in and post to all the social media sites then check your score to see to how much of an influencing force you are!

The Dreaded First Paycheck of 2013

Whether checking your direct deposit online or opening the physical envelope, the first paycheck of 2013 will be met with a feeling of dread: How much did my taxes go up? And by how much was my take-home pay reduced? Those are the question on everyone’s mind this month. It seems that the sting will be felt everywhere since those making up to $113k will see a 2% increase in the Social Security tax. Those making more than $113K can expect the Social Security, as well as additional tax increases. This article takes tax-speak and breaks it down into layman’s terms quite effectively.