Paying Interns and (More) New Rules

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The struggle to get back into the groove after the holidays wasn't real enough for you?  The time to begin thinking about hiring summer interns is right around the corner, and the Department of Labor just flipped the script on whether those interns have to be paid.

How's that for a jolt of reality??  Do we have your attention?  Good!  Because this is propably a good thing for most companies and entrepreneurs.

Where the 2010 Obama Era rules required each one of the six factors must be met in order to avoid paying interns, the new rules are more relaxed.  Unlike before, employers need not prove all of the elements, and no single factor is determinative.  Thus, the assessment of whether an intern should be paid is left to the facts of a particular case.  These new factors are:

  1. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.

  2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions

  3. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit

  4. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar

  5. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning

  6. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern

  7. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship

Since every company's circumstances are different, your individual mileage may vary.  We strongly encourage you to get together with your operations and legal team to map out your plans for spring and summer hiring.

Good luck!!

How Can You Tell It's January?

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How can you tell it's January?  Aside from the obvious - looking out your window or stepping outside - one need only open your email inbox or watch a few minutes of television to get bombarded with messages that tout "2018 Is the Year of [Insert favorite topic here]!"   It's all fairly maddening. 

And it's all crap.

This is especially true when it comes to hiring and recruiting talent for your organization.  Prognostications from so-called experts with publishing deadlines  (and no creativity) apparently can't resist going back to the well year after year.  2014 and 2015 were supposed to be the years of "social recruiting."  Just put your job opening on Twitter, and all of your problems are solved!  2016 was the year automation was going to eliminate your recruiting budget so you could sip coffee and dream about retirement all day.  And 2017 was the year the robots took over as artificial intelligence was supposed to make top-tier talent magically show up on your door step without a keystroke on your part. 

The problem is that candidates, whether they are looking for a new role or not, hear all of this too.  And the unintended consequence of all of this noise is a distinct trend for the people that your organization wants to hire going underground.  They have been bombarded with every gimmick in the book, and now they don't want to be found.  Or, if they do, they want it to be on their own terms.

So what's an organization to do in all of this mess?  First, take a deep breath.  Second, stop listening to these so-called experts.  Develop your own strategy using a variety of tools and methods - one that makes sense for your organization and your budget. 

Yes, this takes time and more than a little elbow grease.  But those of us who have been in the talent acquisition business for more than a few years will tell you, there is no substitute for hard work.   

And if you run into difficulties or get overwhelmed, call us.  We are here to help.  We really ARE the experts!

It's More Than Just Networking...

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Winter weather got you down?  Let us bring a little sunshine to your week! We have teamed up with our friends over at Dayton Tech Guide to sponsor the next Pints & Preneurs!  Learn more and see the full agenda here!

Our Principal and Sr. Recruiter, Craig Saunders, will also be holding open office hours at the 444 Building from 1 pm to 4pm.  This is a great opportunity to build relationships, as well as learn how we can help with your hiring and talent management. 

See you there!!

Location:  444 East 2nd Street, Dayton, Ohio 45402

Time: 5 pm to 8pm

Cost: Free!

New Year, New Growth!

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Happy New Year!!  Just as hope always springs eternal, the month of January always brings in the new.  In our case, a new blog, a new logo, and new partnerships!  We are truly excited to be kicking off our blog today, and hope it will be a wealth of information to you.  Come back here often to get updates on job openings, hiring tips & trends, commentary on economic data, local networking events, and more!