October 1, 2007
Resume Embellishment
A new study shows that 40 percent of candidates embellish or flat out lie about their educational background on their resume. The most common lie is the achievement of an advanced degree when the candidate attended a graduate program but failed to obtain a degree. An easy way to verify education is through the National Student Clearinghouse, a non-profit organization that provides educational verification of college as well as high school and trade school degrees ( www.nslc.com). The candidate’s social security number is required for most searches. Recruiting Generation Next
As all businesses gain experience in recruiting young knowledge workers, there are some conclusions starting to emerge that you can use to improve the quality of the people your hiring process is producing. Some key messages emerge:
- Speed is valuable. Younger workers have less fear about the stigma of changing jobs too often and, therefore, are more likely to select the first job they are offered, even if more attractive opportunities are in the wings. The attitude is, “If it doesn’t work out, the other jobs will still be available.
- Status is respected. Candidates are more likely to accept a position that is offered by a partner than an HR staff member or an associate.
- Use the parents. Unlike the previous several generations who may be more apt to rebel against their parents, young candidates seem to be significantly influenced by their parents’ opinions. KPMG goes so far as to routinely call a candidate’s parents and congratulate them immediately after an offer is made to their son or daughter.
- Plan on boomerang hires. Younger knowledge workers are accustomed to multiple opportunities being available to them. When a younger worker leaves, make it clear that they would be welcomed to return and, if they do, celebrate it as a welcome home. Counter-intuitively, knowing that you can leave and return seems to reduce the interest in considering other positions by many younger workers.
The UK Chartered Institute of Personnel and Development Mortgage Crisis Brings Increased Garnishments
Law firm employees have typically not been large targets for wage garnishments, but the current housing and economic problems are causing law firm administrators to see more garnishment notices. The first reaction of the HR staff may be to follow the instructions on the notice but there are Federal and State restrictions on garnishments. And, for firms with multi-state offices, these requirements may result in a conflicting maze. This is especially true for situations where an employee with a garnishment is terminated for performance issues. Of course, the best advice is to consult with an employment attorney. But because Law Firm HR Directors are sometimes the cobbler’s children for getting legal advice, you may want to start with your payroll service which may have specific advisories for your particular location and situation. Cutting Health Insurance Costs
Big jumps in health insurance premiums and self-insurance costs have caused law firms to look at some unique cost management techniques. One of the prime methods is the use of a Health Savings Accounts as an encouragement for employees to participate in preventative and precautionary measures. Some firms reduce deductibles and provide other incentives for employees for non-tobacco use, low waist measurement and other lifestyle choices.
Law firms are learning lessons on managing health care costs from large corporations, some of which are considered “Best Places to Work.” Among the most important lessons is that participants, even highly educated participants such as lawyers, fail to understand the basic benefits of their plans and, therefore, often do not respond to the incentives. The answers being used by some firms include:
- Providing letters for employees to give to their doctors, highlighting the incentives that apply to deductibles;
- Sending letters to spouses advising them of the incentives and inviting them to benefit presentations; and
- Specific requests that participants check medical bills for accuracy with a phone number to call if they see a discrepancy. Examples include a man who was charged for a mammogram during a routine physical, and hospital charges for over-the-counter medications charged to patients as prescriptions at discharge.
The main thrust of the program is to reverse the thinking of health care participants that insurance programs are like “a one-price, all-you-can-eat buffet.” One of the techniques is to give examples of actions that result in higher health insurance costs; for example, a home-schooling mom with four children using weekly visits to the pediatrician as a social activity or an employee who recommended his “great chiropractor” to all his co-workers, regardless of whether they had a condition requiring treatment. Encouraging Participation in Defined Contribution Plans
Employees feel incapable of making choices regarding their financial future and, if faced with too many choices, will simply fail to make a decision. This is according to a new survey that finds that employees are more likely to participate fully in defined contribution 401(k)-type plans if their choices are limited. For this reason an increasing number of firms are making enrollment automatic unless the employee elects not to participate. 42% go farther and automatically select an investment vehicle for contributions (stable value funds are the most common) unless the participant makes an alternate selection.
Alliance Bernstein survey, 2007 Legal Resource Group LLC specializes in serving the executive and administrative recruiting needs of law firms. We maintain the largest data base of law firm executive and Administrative staff in the world. This allows us to immediately identify the very best candidates. We find the best people, complete searches faster and have extremely reasonable fees. For further information, visit our website at www.LRGLLC.com , contact us by e-mail at inquiries@LRGLLC.com or by phone at 1-800-688-4147.
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