What are some of the many advantages of partnering with an experienced employer of record (EOR)?
Bring workforce management into focus with maslowmedia.com .
The post Why Use an Employer of Record ? appeared first on Maslow Media.
For millions of American workers, the struggle to reach their full potential in their careers has been made even more difficult by non-competes – agreements that hinder career growth, harm entrepreneurial business, and restrain wages. But now, thanks to the Federal Trade Commission’s proposed new rule banning employers from imposing these restrictions, an estimated $300 billion of increased salaries and expanded career opportunities could be available for workers to take advantage of.
For an employer, the new rule would prohibit the ability to:
– Continue an existing non-compete with an employee
– Try to get an employee involved in a non-compete
– Subject an employee to a non-compete
According to the FTC, non-competes promote an unethical job market and violate Section 5 of the Federal Trade Commission Act .
With this new rule, employees and employers could finally break free from the restrictions and limitations of non-competes and get back to reaching their full potential. Whether you’re looking to switch jobs or start a new business, here are reasons why you should be excited about this proposed FTC rule:
– Increased Wages for Millions of Workers: The new rule could lead to an estimated $300 billion in wages per year for American workers.
– Expanded Career Opportunities: With the proposed rule, employers will no longer be able to impose restrictions on their employees, opening up more possibilities and more significant career growth potential.
– Open Doors to Entrepreneurs: The proposed rule could give aspiring entrepreneurs more freedom to bring their ideas and creations to life without worrying about non-compete restrictions.
Banning non-compete clauses benefit workers and employers because it allows employees to explore new job opportunities without feeling tied down. Without these restrictive agreements, individuals will be free to move beyond their current positions, allowing them to reach their full potential.
For employers, this helps foster a culture of innovation and competition that can ultimately benefit their workplace and the wider community. Additionally, banning non-compete clauses can help create a more equitable playing field, as all companies will have access to key employees. This ultimately leads to a fairer market where everyone has the opportunity to succeed. Finally, these benefits make it clear that banning non-compete clauses benefits workers and employers and should be strongly considered by all companies.
Unfair non-compete agreements can harm businesses and workers, preventing job mobility and innovation. By banning non-compete clauses, you can protect your rights and take control of your legal landscape. Get informed, get empowered, and get the legal solutions you need to succeed in today’s competitive business environment.
Contact us today to learn more about how our workforce management solutions can help you navigate the continuously changing landscape and requirements of employing individuals.
The post FTC Proposes to Ban Non-Compete Clauses appeared first on Maslow Media.
At the heart of every successful business is a dedicated and talented team of employees. But recruiting the right people for the job can be a daunting and challenging task. Knowing how to recruit effectively is key to building an effective and motivated workforce, as well as staying competitive in today’s rapidly changing business landscape. Therefore, it’s important to understand what recruiting is, why it’s essential for any organization, and how the process works.
This blog will provide an overview of the recruitment process, from assessing job requirements to selecting successful hires. It will also explore the benefits of having a robust recruiting strategy and how it can impact your business’s success.
What is Recruiting?
Recruiting is the process of finding, interviewing, and hiring new employees. Recruiting aims to source, select, and engage the best-qualified candidates for a job role, taking into account the company’s culture and values. Companies use various methods, such as online job postings, career fairs, and employee referrals, to attract potential applicants. Recruiting teams are responsible for screening resumes, conducting interviews, and assessing the skills and qualifications of candidates.
How Does the Recruiting Process Work?
A robust recruitment strategy enables companies to select talented and qualified candidates who can help them achieve their long-term goals. Additionally, it can help companies build a diverse team of employees with different perspectives and skill sets that can enhance collaboration and innovation. An effective recruitment strategy also prevents costly hiring mistakes due to poor screening processes or inadequate training programs.
The recruiting process involves several steps designed to identify the best possible recruits for a job role. These include:
1. Job Requirements Assessment – Companies first assess their current needs by examining the job description, qualifications, and experience required for the role. Drafting a comprehensive job description is needed to ensure you have clearly defined and communicated the requirements of the position.
2. Recruiting Resources – Companies select the recruitment methods and resources to attract potential applicants, such as job postings on online job boards, leveraging sourcing tools or networking to find or employee referrals. Staffing agencies often build robust talent warehouses that cover either very specific industries or general pool of professionals across multiple functions within an organization.
3. Screening – The recruiting team screens resumes to identify suitable candidates and invite them for an interview. During the screening process , a recruiter will discuss all required qualifications with a candidate and determine if the candidate is to be presented to the hiring manager for consideration.
4. Interviews – Interviews are conducted to assess a candidate’s skills, qualifications, and experience. Companies leverage multiple interview mediums to meet with candidates. With remote or hybrid work now an option for many companies, interviews can be conducted by employers over video conferencing tools like Teams or Zoom. Many employers still prefer to conduct interviews in person.
5. Selection – The internal or client hiring manager selects the best-suited candidate for the job after all the interviews have concluded and presents terms of employment. Once terms are agreed to and a candidate accepts the opportunity, the onboarding process may be scheduled with the new employee.
Why Should Your Organization Consider Outsource Recruiting?
Outsourcing your recruiting needs to a workforce management company like Maslow Media Group can be a cost-effective and efficient way to find the right talent for your business. With our great talent warehouse, robust tools and seasoned recruiting team, you can discover better-qualified people to help your business. It also takes some of the burdens off internal staff, freeing time to focus on other essential industry-related tasks. Additionally, you can reduce internal recruiting costs (software, employees, subscriptions) and leverage a recruiting team that contains recruiters that specializes in multiple areas of expertise.
Recruiting is essential to any business’s success, and an effective recruitment strategy is key to finding the right people for the job. By understanding how recruiting works and the benefits of a comprehensive approach, companies can ensure they are hiring the best talent to help them reach their business objectives. Call Maslow Media Group today to help you find the perfect candidates for your team!
The post How Does Recruiting Work? appeared first on Maslow Media.
Are you considering using an employer of record to manage your contingent staffing requirements? There are many benefits to using an employer of record for your business, so here are some things to consider.
What is an Employer of Record?
An employer of record is a company that acts as the official employer for an employee, handling all payroll and employment-related matters. This includes hiring, terminating, providing benefits, and other HR tasks. The employer of record acts as a middleman between the employee and their actual employer. They are usually used by companies who want to outsource the HR, compliance, and legal aspects of employing some of their contingent workforces.
What are the Benefits of Using an Employer of Record?
Using an employer of record can be a great way to expand your workforce simply. With the right partner, you can focus on what you do best and leave the employment details to them. Let’s break down why you should use an employer of record like Maslow Media.
1. An employer of record can help you navigate the complex world of employment laws.
This is one of the most significant benefits of using an employer of record. There are many Federal, State, and Local employment laws to comply with, and it can be challenging to keep up with them. An employer of record takes on this responsibility and can provide your organization with compliance and legal protection when employing your contingent workforce. In addition to tax laws, an Employer of Record assists you in correctly classifying your contingent workforce.
2. An employer of record can help you hire talent anywhere in the country
As companies leverage a more remote workforce strategy, an employer of record can help with onboarding and offboarding your contingent labor. Leveraging an EOR eliminates the requirement for your company to establish state withholding and unemployment tax accounts for your contingent workforce working in a state not already active for your business. This eliminates the need for quarterly and year-end payroll tax filings for individuals processed through an EOR.
3. An employer of record can help you save money on payroll and benefits administration.
Another benefit of using an employer of record is that they can help you save money on payroll and benefits costs. The administration of payroll and benefits can be time-consuming. By outsourcing these requirements, your organization can save money while freeing up more time to focus on the company’s goals and objectives.
What are the Responsibilities of an Employer of Record?
The employer of record has many responsibilities when working with a business. This ensures that every aspect of the company runs smoothly. Here are some duties that an employer of record has…
When Should a Business Use an Employer of Record?
When it comes to managing payroll, human resources, and benefits, outsourcing the process to an employer of record can be highly beneficial for businesses. By choosing to work with an employer of record, companies can save time and money while enjoying the financial benefits of reduced overhead costs. Below are some indicators a business might need an employer of record…
What are Some Other Solutions for an Employer of Record?
Some alternative solutions to an employer of record include…
These other solutions can be costly to an organization and are great reasons to consider using an employer of record. They can help you save money on payroll and benefits costs, manage employee records, stay compliant with employment laws, reduce liability risk, focus on your business, and save time. If you’re looking for a way to simplify your human resources tasks, Maslow Media Group may be the perfect solution for you! Contact Maslow Media Group today!
The post Why Use an Employer of Record? appeared first on Maslow Media.
Are you struggling with how to find a film crew for your next project? Finding a film crew can be challenging but hiring Maslow Media Group to build your crew makes it easy! There are many benefits to hiring a production crew, and with Maslow Media Group’s expertise, your vision will come to fruition.
A production crew is a group of people who work on a film, television show, commercial, or other production. The staff is responsible for various tasks, including set design , lighting, sound, and camera operation .
The size of a production crew depends on the scope of the project.
Film crew members typically have specific roles and responsibilities. The director is in charge of the overall vision for the project, while the producer manages the logistics and finances. The art department is responsible for the production look, and the grip department handles all equipment.
There are a lot of benefits to hiring a production company. First, they can save you time and money by handling all the production logistics. If the client doesn’t have a physical location or local resources for production, it saves them the money they would have to spend on shipping equipment or travel time for their staff. They can also provide expert advice on everything from set design to lighting to camera operation.
Most importantly, production companies can help turn your dream into a reality. They have the experience and expertise to make any project come to life. Whether it’s a commercial, a music video, a feature film, or a live stream, a good production company will help make it happen.
Without a production crew, a film or television show would not be able to get off the ground. They are an essential part of the filmmaking process, and their work is vital to the success of any project. They will make sure that everything runs smoothly so that you can focus on making your film or television show the best it can be. Hiring a production crew is an investment that will pay off in the end, and you will be glad you made it.
When you’re ready to find a film crew, contact Maslow Media Group, and we will curate the most experienced crew that will meet all your needs!
Maslow Media Group has been setting the standard for video production crewing and staffing for over thirty years as production technology is ever-changing. Maslow Media Group’s in-house product managers use an internal database of over 10,000 pre-qualified video industry professionals to bring your dream to life from pre-production to post-production.
When the client comes to Maslow Media Group with a vision, we execute the project with the highest quality and potential. We take the overwhelming worry off the client’s hands and research the most experienced field crews. Whether your project needs a script to screen, an insert studio in London, or a 4k camera crew in Shanghai, Maslow Media Group has the worldwide resources to build your crew for today or the future.
Before the production can begin, Maslow Media Group collaborates with the client by reviewing their requirements, providing estimates for those requests, and discussing with our directors, producers, animators, and editors. Once that’s squared away, and everything is agreed upon, we can go into production! In this phase, we use expert equipment to capture your footage, edit it, stream it, or transmit it live per your request. In post-production, we gather all the final elements to create your deliverable.
Hiring a production crew could be the answer to making your vision a reality. That’s why you need to hire Maslow Media Group for your next project! We will use our expertise and experience to take the stress off your plate and save you time. Call us today at 202-965-1100 or
visit our website
and complete our contact form
to get started with us!
The post How to Find a Film Crew appeared first on Maslow Media.
If you’re unsure whether you want to offer a permanent job or are looking for a way to trial someone’s skillset, then the contract-to-hire process could be perfect for you. Here’s everything you need to know about this type of hiring process .
This process can be beneficial for both the employer and the candidate. The employer gets to test out the candidate in a natural work setting, and the candidate gets to see if the job is a good fit for their skillset and career goals. If both parties are happy with the arrangement, then it can lead to a permanent job offer.
Another benefit of using the contract-to-hire process is that it can be more cost-effective than hiring someone permanently. With this arrangement, the employer only pays for the candidate’s time during the contract period. If the candidate does not work out, the employer is not obligated to continue paying them.
If you’re thinking of using the contract-to-hire process for your business, then there are a few things you’ll need to keep in mind. Here are some tips for making the most of the contract-to-hire process:
1. Be sure to have a clear and concise contract outlining the contract’s length, job duties, and compensation.
2. This arrangement is usually for 3-6 months but can be shorter or longer, depending on your needs.
3. At the end of the contract period, you can choose to hire the candidate permanently or let them go.
4. Keep communication open throughout the process so that both parties are on the same page.
5. Make sure you’re clear about your expectations for the role and what the candidate will do during their contract period.
When you’re an employee in a contract-to-hire position, don’t forget to consider these factors.
1. The employer may not be committed to hiring the employee permanently at the end of the contract period.
2. The employee may not be eligible to participate in the company health insurance program and may not receive paid vacation days.
3. The employer may terminate the contract at any time for any reason.
4. The employee has the ability to experience the company’s work environment and culture before committing to a permanent position with the company.
Some questions that employers may want to ask candidates during the interview process for a contract-to-hire position include:
1. What are your availability and scheduling requirements?
2. What are your long-term career goals?
3. Are you interested in a full-time or part-time position?
4. What are your salary expectations ?
5. What type of work do you prefer?
6. Do you have any questions for me about the position or company?
There are a few potential disadvantages to using the contract-to-hire process. First, it can be more expensive than hiring someone permanently. Second, there is always the possibility that the candidate will not work out and must be let go at the end of the contract period. Finally, some candidates may not be interested in a contract-to-hire arrangement and will only be interested in jobs that offer permanent employment. Ultimately, the decision of whether or not to use the contract-to-hire process should be based on the specific needs of the employer and the candidate.
If you follow these tips, then you can make the most of the contract-to-hire process and find the perfect candidate for your needs.
The post Contract-To-Hire Process appeared first on Maslow Media.