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Hiring? We specialize in military personnel for your workforce
I run Employing Veterans & Military Spouses LLC, a veteran-owned recruiting company dedicated to helping military personnel and their families secure stable, rewarding careers. We specialize in assisting: Veterans National Guard members Transitioning active-duty service members Military spouses Hiring military-affiliated candidates brings substantial financial and organizational advantages to your business, including: Tax Incentives: Qualify for up to $9,600 in federal tax credits per employee. Training Support: Access up to $10,000 through the Department of Labor’s OJT program to help cover payroll during employee training (up to 6 months). Valuable Skills: Military personnel and spouses bring discipline, leadership, loyalty, persistence, and a strong work ethic to your team. Interested in learning more? Email me at mikemm@evmsllc.com or evmsllc@gmail.com.How do you keep good employees from leaving?
I had my cleaning company for 17 years now. I have had my fair share of good employees. My longest serving couple has been 12 years. Then I had some team members for 4+ years. While I do not want them to leave as it is hard to find good team members with our core values, I find that they do run their course due to the nature of the job. What have you implemented that helped your business to keep and engage long term good employees? TIAHiring Help.. Collapsing my Growth
I need journeymen electricians and cannot find them anywhere. I have an insane amount of work but lack the talent. I offer $5000.00 sign on bonus $2000.00 Referral reward Full Health benefits Brand new work truck no on call schedule and so much more with avg income over $175k Please give me some pointers and what helped you
What is Happening with Tips in Jobber?
Jobber allows employees to collect tips through the payment app, but those tips are not automatically separated from the owner’s totals. That means unless you manually account for them, you could end up paying taxes on employee tips. Make sure you’re tracking and adjusting this properly to avoid overpaying.I spook with Jobber today about this. They seem surprised as they have not planed for this. Their lack of for site means a lot more work for accounting. Jobber must fix or give a credit.What behavior do you tolerate that’s quietly costing you revenue or reputation?
As we’ve grown, the biggest thing we’ve had to confront is tolerating inconsistency in service quality, especially from newer team members. Even small things (missed details, slower communication, or not fully following SOPs) can quietly impact client trust and retention over time. Individually, they seem minor. But at scale, they affect: Client experience Referrals and reviews Long-term revenue We’re learning that what you tolerate becomes your standard so tightening accountability, training, and follow-through has become a major focus as we scale.How Do You Communicate A Labor Budget To Someone When Negotiating a Rate?
I'm onboarding a few different admin positions and I'm trying to do it the right way. This means coming up with a budget that works, then making the new position's pay based off of that with performance pay to help increase their pay with company performance. The issue I'm running in to is of course everyone wants more money. Me too lol But I struggle a little telling them why this is why I am paying what I am. As a side note, I'm also struggling a little bit communicating why it needs to be performance based. How do you guys communicate that to your team? What do you do when they want more, are a home run hire, but you don't have the budget for it?Upsides and downsides of hiring a summer helper?
I am thinking about hiring someone to help me in the busy season and the idea of a high school kid as a summer job sounds like a promising idea. I wouldn't have to pay them a crazy salary, they are like sponges with information and they are typically more physically full of energy. I wouldn't be able to send them on their own, but they could help me get a few more jobs done in a day. I am wondering if anyone has tried this and what would be the pros and cons of doing it?Promoting from within - is someone who is primarily money driven, a good candidate for management?
So here's the situation - I've hired two different operations managers and had to let them go for various reasons. The reason I was seeking outside the company was for a fresh outlook and a new way of doing things. Although I think there were things I could have done in the hiring process to sniff these bad candidates out, I'm now feeling like I should be promoting from within with someone already familiar with our systems and company culture. The obvious choice would seem to be the guy who's been here the longest. He's the site super on all our bigger jobs and everyone recognizes him as the most senior person, the person they call if they have a technical related question. I offered him the position (which is a healthy base salary plus incentive bonuses for gross profit, customer satisfaction, and clearly outlined administrative task goals) and he's very hung up on the money. Objectively, it's more money overall than he earned last year plus the bonuses but the weekly base is lower than if he worked in the field that week. He earned roughly $82k in the field (working roughly 80% of the available hours we COULD have worked him, because of slow weeks), this is a base of $88k with incentive bonuses that should definitely take this north of a size figure position. People should obviously care about the money they earn but he's basically super worried about the guarantee of money instead of the opportunity to earn a lot more with the bonuses. I tried encouraging him that this is something he can do but he keeps going back to the guaranteed money. I definitely want this position on performance pay so a high flat salary is off the table. My concern is he will be a few weeks in, working harder than he did before, getting paid less in the immediate term, and will not be giving it his all. He doesn't view this as a good offer. Question is - if someone isn't excited at an opportunity like this, should I take the offer off the table? Or is there a different way I could be thinking about this?
Health Benefits for Seasonal Crews in British Columbia
Has anyone found a good solution for offering benefits to a seasonal crew? Traditional group plans seem expensive and not very flexible for our structure, so I’m currently exploring Health Care Spending Accounts instead. I’d love to hear what providers others are using for either/or and what’s worked well for your team. Any recommendations or insights would be appreciated. For context - my business partner and I are on salary year-round for our landscaping business but 99% of billable operations, and staff are seasonal from March to December. We lay-off and try to rehire anyone who has worked in previous seasons. Goal is to have health care spending and / or benefits for ourselves as well as our staff in order to retain staff and grow the business despite the seasonality of our services (no, we do not offer snow removal or plan to go that avenue).
