Enlisting new talent in today’s professional environment? Well, it’s a whole new ballgame thanks to remote hiring challenges.

Even as the country begins to put the pandemic in the rearview, remote workspaces and offices will continue to be a part of how we do business moving forward. We’ve collectively figured out that the unique setup works more often than it doesn’t, and for some companies – it’s a perfect fit. As a result, many organizations are putting out feelers for talent in markets that are thousands of miles from their headquarters.

Finding talent amidst this modified infrastructure can be tricky, however. How can you tell who’s the right fit with the office culture, when the office culture is spread across six different states? Even the interview process can be problematic as we move in fits and starts back toward pre-pandemic activities. And what’s more – how do you make it lucrative? The hiring process has never been cheap. Between advertising the position, interviewing the candidates, conducting background searches and processing forms, and then onboarding – the ticket price for simply shepherding one new hire through the metaphoric door can be thousands upon thousands of dollars. Doing so without face-to-face interaction compounds issues even more.

Here are some tips from the professionals to topple those remote hiring challenges and come out ahead of the game:

1. Cast a wide net: Perhaps the best way to tackle remote hiring challenges is to start thinking of them as remote hiring opportunities. The hunt for that perfect employee is no longer limited by geography – so consider throwing those limitations out the door when it comes to your postings and see what kind of resumes you attract. Consider a blind selection process, too. Eliminate any fields that identify a prospect’s age, race, or gender. That way, when those quality resumes start rolling in, you can home in on those precise skills that the role demands.

2. Turn off the video: Even after capacity limits and mask mandates are lifted, allowing for more frequent face-to-face engagements, consider hosting that first interview on Zoom or a similar platform. Simply turn off the video function. This ensures a blind interview, where you can discuss behavioral questions, touch on your workplace culture, and offer a brief overview of the position. Based on this first round of blind interviews, a shortlist of candidates can be formulated, and more in-depth, in-person follow-up meetings can be scheduled.

3. Make training mobile: Companies nationwide are beginning to craft short video tutorials and tours to integrate as part of their onboarding processes. Making these tools easy to access from anywhere in the world, at any time will go a long way toward productivity and Consider the following:

• Virtual tour of the office and/or company
• Onboarding guide
• Instructional videos and How-To’s
• Welcome message from your CEO or company president

4. Have a little faith: Giving new hires the option to live and work remotely, cutting down on rough commutes and the related expenses, will ultimately help you attract and retain stellar talent. Give new and existing employees an inch (or hundreds of miles, as it were), and then trust them to fulfill their roles to the best of their abilities and with the best of intentions. By doing so, you’re ultimately having faith in your own business instincts, as well.

Maslow Media Group is your comprehensive outsourced recruiting specialist. Our team draws from an extensive global network of talent while helping you locate the perfect candidate to grow with and even lead your team. We handle it all:

• Thorough screening of candidates
• Background and reference checks
• Negotiating compensation
• Monitoring performance
• And more!

Contact us today to find out how we can help you overcome remote hiring challenges and build a stronger, more efficient company.

The President has said that vaccination will open to all adults by April 19, and the nation remains on track to purchase sufficient doses of the Pfizer-BioNTech and Moderna vaccines by the end of July to fully vaccinate 300 million individuals.

Not only that, but other vaccines are in the midst of testing, while eligibility and supply are increasing across the country.

In the meantime, businesses are – and have been – gearing up for a successful, and safe, return to work.

In accordance with the Equal Employment Opportunity Commission’s guidance , it is well within an employer’s rights make vaccination a condition of employment, and to bar individuals from the office or workspace if they have not been vaccinated for COVID-19 (or if they refuse to do so). The caveat is that this ability, remains subject to exceptions regarding antidiscrimination laws (ADA, Title VII of the Civil Rights Act of 1964, Pregnancy Discrimination Act, etc.), and employers are encouraged to monitor legislative developments that may require future compliance.

All of that being said, early signs suggest few employers will choose to make vaccination mandatory. After all, more than a third of the population has said they are taking a “wait and see” approach where vaccination is concerned.

Still, business owners and employers play a pivotal part in the national vaccination strategy and its subsequent rollout. They are in a unique position to influence greater acceptance and adoption of vaccination simply by offering information on the benefits vaccination can provide, while paving the way to greater vaccination rates by providing their teams with the resources and freedom to get the shot.

Here are just three ways employers can promote vaccination, while providing greater access and peace of mind to their employees:

1. Knowledge is power. Business owners should communicate honestly and transparently with their teams about benefits vaccination can provide team members, personally, as well as the business and its overall success. Employers should tap into the myriad resources available to them, such as the Centers for Disease Control’s Key Things to Know about vaccination, and Frequently Asked Questions . Additional navigation tools should be made available to provide answers regarding eligibility and access to offsite vaccination sites nearby. Doing so goes a long way toward increasing vaccine awareness and literacy.
2. Making vaccination easy for your employees is the key, period. Many employers are choosing to offer paid time off to employees so that A) hourly employees don’t incur a loss when they snag a vaccination appointment that opens up spur of the moment – and B) employees can have peace of mind knowing that they can get fully vaccinated and have wiggle room should they experience any side effects.
   Employers may also consider arranging for on-site vaccination at the workspace when that option is made available.
   Business owners can also help to build vaccine confidence by encouraging their leaders to be “champions” who share their personal experiences with vaccination. Business owners may also choose to celebrate, recognize, and call out the decision to get vaccinated with simple promotional items like “I Was Vaccinated” sticker
3. Incentivize. While guidance from the EEOC regarding incentivization has yet to be released, steps like paid time off should provide a significant boost to vaccination numbers. Employers should endeavor to find easy, efficient ways to reward the pursuit of education, the commitment, and the act of vaccination in their workplaces.

As the world navigates a new and changing landscape, Maslow Media Group can help business owners remain compliant whether moving forward with mandatory vaccination policies, or simply providing encouragement. Our team regularly helps businesses handle the complexities of state, federal, and local regulations and standards, while helping them fulfill their responsibilities. Contact us today to learn more.

The CARES (Coronavirus Aid, Relief, and Economic Security) Act passed last March at the height of the pandemic resulted in a slew of new tax incentives, programs, and legislation. Such measures will require a keen eye and a closer look when your business and/or your clients go to file their taxes this year.

Here’s a quick rundown of some of the most common programs:

• Paycheck Protection Program (PPP): Many businesses received a PPP Loan in 2020 to help keep their team members on the payroll. Those who received funding last year must keep track of how that money was spent. In June 2020, The Flexibility Act was signed into law, altering loan forgiveness requirements. Under the act, 60% of a business’s PPP loan could be spent on payroll, while the remaining 40% could be used on rent, mortgage interest, and utility bills. While forgivable funds are not being considered taxable income for 2020, any funds not falling under this banner will be taxable business income. Lenders should have already provided PPP Forgiveness Applications, which will need to be completed to include the following information:

  
  – Payroll and Nonpayroll Costs

  – Business Mortgage Interest Payments

  – Business Rent or Lease Payments

  – Business Utility Payments

  – Total Salary/Hourly Wage Reduction

  Additionally, every employee on payroll during the period of coverage must be listed on a PPP Schedule A Worksheet, along with their wages, hours, and any wage reductions.

  The list of forgivable expenses has grown in 2021 with the passing of the Coronavirus Response and Relief Supplemental Appropriations Act. These non-payroll costs now include:

  – Software and cloud computing services.
  

  – Property damage expenses that are not covered by insurance and resulting from civil unrest

  – Essential supplier costs that were paid before receiving the PPP.

  – Worker protection equipment (PPE) expenses.

• Employee Retention Tax Credit (ERTC): Businesses that had to suspend operations – whether fully or partially – during any quarter of 2020 were eligible to claim the ERTC, assuming it is not a sole proprietor and did not receive PPP funding. The credit is the equivalent of 50 percent of a company’s employee wages between March 12, 2020, and January 1, 2021. The ERTC is also applicable if a business’s gross receipts suffered a substantial decline.
• Payroll Tax Deferment: Eligible employers had the option of deferring their company’s portion of Social Security tax on employee wages from March 27 until Dec. 31, 2020. They are required to pay half of that amount by Dec. 31, 2021, while the remainder must be satisfied a year later. Businesses receiving a PPP loan were not eligible for the deferment.
• Families First Coronavirus Response Act (FFCRA): Companies that provided sick and/or family leave to employees who were affected by the pandemic can receive tax credits for the entirety of sick-leave and family leave pay, as well as qualified healthcare plan expenses, and the employer’s portion of FICA taxes regarding sick-leave costs.
• Expansion of Charitable Gift Deductions: Only available to C Corps organizations, cash donation limits were raised to 25% (from 10) for the 2020 tax year.
• Expanded Interest Deduction: For tax years 2019 and 2020, deductible business interest expense increased to 50% of Earnings Before Interest, Taxes, Depreciation, and Authorization (or EBITDA).
• Individual Business Loss Deduction: Previous limitations were suspended for the 2018-2020 tax years for owners claiming business-related losses on their individual returns. (Limitations had been $500,000 for couples and $250,000 for others).

It will also be crucial for businesses selling taxable goods to keep a keen eye on how sales tax collection from remote and marketplace sellers are handled from state to state.

Those states hit hardest by the pandemic will likely be enforcing strict compliance on businesses that sell services and products beyond borders. Companies that have hired out-of-state employees, too, must register for foreign qualification and be prepared to pay taxes to the state in question.

Several complexities surround these new tax incentives and programs, posing numerous filing challenges for employers and small businesses this tax season.

Additionally, rules, regulations, and updates are always on the move, which makes adherence and compliance an even more daunting prospect on the heels of a tumultuous year.

Maslow Media Group helps our clients navigate these demanding and confusing times.

As a leading Payroll company and Employer of Record, MMG can relieve you of your payroll tax compliance concerns, while handling all related expenses, insurance, and more. Compliance is what we do, day in and day out, and we will help you. Reach out to us today  to learn more and request a quote.

The pandemic served as a catalyst for a number of new video trends and technological advancements in 2021 as necessity spurred manufacturers, producers, and creators to take bold action.

• Over-the-top streaming continues to soar: Streaming, itself, is not a new endeavor. It took root a while back (after “House of Cards” changed the game and at least three seasons of “Stranger Things” ago) influencing the way society receives its information, entertainment, sports coverage, weather, and so much more. But it has become a global creative force to be reckoned, and based on emerging trends , shows no signs of stopping – particularly in light of 5G, which will deliver speeds approximately 100 times faster than today’s best 4G LTE networks. Over-the-top platforms like Apple TV and Roku, as well as Smart TVs, have replaced the traditional television in many American homes, and most traditional networks are scrambling to develop their own streaming apps to be a part of the conversation and reach broader audiences. New services are announced daily, it seems, which ultimately means new outlets in need of new coverage and creators.
• 24-hour news service makes headlines: In tandem with OTT streaming, the world has become accustomed to having the latest information available at their fingertips, every second of the day, wherever they happen to be accessing it. This means the shelf life for news content is increasingly short, making perpetual updates necessary in order to stay relevant in a society that is “on” 24 hours a day. Cutting edge apps and videos are increasingly critical tools for broadcasters who need to reach diverse, dynamic audiences who carry the equivalent of a supercomputer in their pockets. To that end, work-from-home studios have risen to the fore, with seasoned journalists posting news stories via TikTok and other social media outlets, producing content from their own residences.
• Virtual production opens doorways to cinematic worlds post-COVID: Hollywood screeched to a halt in March 2020, as social distancing measures were implemented nationwide. Virtual production, while costly, is now helping productions get back up and running in the short term, by allowing visual effects artists to create a film’s digital landscape , while various production teams working remotely from each other matching live action footage with virtual backdrops, characters, and more.

Emerging new video trends like these may, in fact, provide greater opportunities for burgeoning journalists and television personalities to make their mark while shedding light on stories that may have otherwise not seen the light of day.

Since 1998, Maslow Media Group has helped clients craft exemplary productions, from documentaries to live events, regardless of the size or location. Our team provides comprehensive video services for local and federal government , and our freelancers are consummate professionals who carry the security clearances and necessary to collaborate with top officials.

Our production managers regularly help clients execute their productions from script to screen, and our team excels in pairing clients with the best crews and equipment for their needs, while remaining current with all new video trends and technologies. Need help launching your next production? Contact us today.