December 27, 2022
Common Illegal Interview Questions & How to Avoid Them
Illegal interview questions address subjects that are not allowed, generally related to protected categories such as age or religion. You will want to steer clear of these questions as they may violate discrimination laws. In addition to age and religion, other areas to avoid asking questions about during interviews include: Disability Gender, sex, sexual orientation, and pregnancy Marital or family status Race or ethnicity Examples of Illegal Interview Questions We have broken down our list of illegal interview questions into the categories of protected classes listed above. Be sure that you do not ask any of the questions listed or similar questions to avoid possible discrimination during the interview process. Questions in the Gray Area Not all interview questions fall nicely into the legal or illegal category. Some may appear harmless, and although they may not be strictly illegal, we recommend avoiding them. There are plenty of great interview questions to ask instead during your limited time with a candidate. Here are a few examples of questions in gray areas, along with brief explanations of why you should avoid them. 5 Steps to Avoid Illegal Interview Questions The best way to avoid asking illegal interview questions (or just bad ones) is to be prepared. The best-prepared employers use a system to structure their interactions with candidates. First, write a simple and professional job description that minimizes potential risks from the start. When it comes time to run the actual interview, we highly recommend following a structured interview process where you prepare a list of questions and ask those questions to each candidate. Follow-up questions should be asked but keep them clearly focused on the topics at hand. Deviations from the list and asking vastly different questions of different candidates can lead to claims of discrimination and further legal troubles. 1. Write a Rock-solid Job Description Your job description is often the first thing a candidate reads about your business—and thus, in a sense, is your first interaction with them. Just as you would greet a new visitor to your business with professionalism and respect, your job ad should do the same. If there’s any perceived bias in your job description, it can easily spill over into the rest of the hiring process. For example, “Looking for young, enthusiastic rockstars willing to give it their all” could present a potential age bias. Instead, you should focus on the requirements and demands of the job: “Candidate must be OK with long hours and monthly business trips for three to five days.” 2. Include a Questionnaire A questionnaire on your application lets you ask candidates important questions right away, such as if they hold a certification or meet a language or educational requirement. Be aware that just because this isn’t an interview does not mean you can ask any question you want. You still need to avoid illegal questions in a questionnaire for applicants. Job boards, such as , may include an optional questionnaire-builder when you post a job ad. This makes it easy to ask these questions straightforwardly and professionally. You can get these key interview questions out of the way early, and in a way you know will be compliant. A questionnaire also ensures candidates are aware of your requirements right away, and that no under-qualified applicant sneaks onto the shortlist. 3. Phone Screen Candidates Before conducting your main job interviews, it’s important to schedule short phone interviews with your top candidates. These can be anywhere from five to 30 minutes, and your goal is simply to determine whether you want to proceed to a longer in-person interview. As with any other step in the hiring process, phone screens are a time when illegal interview questions can accidentally slip. To avoid this, keep the conversation focused on the candidate’s resume, including their work history and qualifications. Remember that even seemingly relevant questions like “When did you graduate from college?” can be unlawful because of their implication (age bias). Be sure to check out our top phone screen questions to help you come up with ideas. 4. Conduct a Structured Interview When it comes time for your main job interviews, it is recommended that you conduct structured interviews. A structured interview is when you ask the same questions to every candidate. As long as you’re careful in selecting your questions, this method is nearly airtight for mitigating liability. Because the conversation can vary depending on a candidate’s response, you’ll also want to have a list of follow-up questions prepared, which you can roughly emulate for each candidate. As a result, you’ll be able to more easily compare and rank candidates, based on their responses to the questions. 5. Keep Notes Keeping and saving notes ensures you’ll have a clear justification for your hiring decision. In the event you’re charged with making a biased decision or asking an illegal interview question, your notes will serve as your best defense. Have your list of questions handy, and write (or type) the candidate’s responses to each question. Another primary reason for notes is to aid your memory when it comes time to compare candidates and make a hiring decision. With you can save notes directly on the candidate’s application, so you have all the important information organized in one place. This is especially helpful when you have multiple hiring managers reviewing candidates. What to Do if Candidates Share Protected Information People overshare these days—on social media, in line at the grocery store, and during interviews, too—especially when they are nervous and have a rush of adrenaline. If a candidate accidentally says something like, “Well, I beat breast cancer last year” or “I’m having some problems paying off my debt, which is why I want a new job,” you should follow these three steps: Pause in your answer to them. Make solid eye contact to ensure your point will get across if the interview is in person. Say something like, “Let’s stick to the set of questions I have here; we are short on time” and move right to the next question. If the candidate goes there again, you can be firmer and say, “We unfortunately are going into personal details. I’ll ask you to stick to answering the questions at hand, please.” If the candidate still continues down the oversharing lane, it is advised that you end the interview as politely as possible. This indicates they aren’t listening or are looking for you to open an illegal can of worms. At worst, they could be a lawsuit seeker. Implications for Asking Illegal Interview Questions The most obvious drawback of asking illegal interview questions is legal trouble. Applicants and employees who think they’ve been discriminated against can file a claim with the EEOC. The EEOC will investigate the claim. Even if it decides against bringing a civil rights action against your company, once the EEOC has conducted its investigation, the applicant or employee is free to file a civil lawsuit. In 2021, the most recent year for recording, the EEOC filed over 60,000 charges against companies for discrimination against applicants and employees. This number does not include any complaints filed by state or local agencies. The number of charges is also down by about half from a decade earlier. Another, less obvious implication, is loss of reputation. Everyone talks, and many people overshare online. If an applicant was asked an illegal question during an interview with your company, they may post about it on social media or business websites. If this happens frequently enough, your company could gain a poor reputation, leading to fewer applicants. Bottom Line Illegal interview questions can become a legal headache that could potentially lead to a discrimination lawsuit. We have provided a list of illegal interview questions you should avoid based on protected classes—age, disability, gender or sexual orientation, marital or family status, race or ethnicity, and religion. Implementing a structured hiring process will keep your conversations on-point from the very beginning. It can also help you make better hiring decisions because you can more easily rank candidates based on their responses to the interview questions.
December 22, 2022
How to Do Payroll in Canada: Ultimate Guide
With mirrored time zones, close proximity, shared language, and similar talent pools and business practices, Canada can be a natural extension for a US company’s workforce. And hiring employees in the country means you’ll need to learn how to do payroll in Canada. While it’s an easier process than in some other countries, you’ll still need to register your business, set up a local bank account, get accurate employee information, and ensure compliance with Canadian employment laws. Use these seven steps as a guide on how to do payroll for Canadian workers—or, if you prefer a payroll service to handle most of the heavy lifting, expand the section below for a look at our top picks. Step 1: Set Up Your Business as an Employer If you want to hire an employee and run payroll in Canada, you’ll first need to set up your business as an employer. Having an entity in Canada allows you to hire and pay employees directly and sets you up for greater and easier expansion later. If you plan to have a large Canadian workforce, this is probably your best option, albeit a complex one. If you’re only looking to hire a few Canadian employees, you might be better off working with an employer of record (EOR) to hire and pay the workers for you. If you choose to register your business and pay employees directly in Canada, you first need to get a business number from the Canada Revenue Agency (CRA). You can do this process completely online. You can also request a business number over the phone or by regular mail. This number is like an employer identification number in the US. You’ll use this number to remit required deductions like income taxes, employment insurance, and the Canada Pension Plan (CPP). Once approved, you’ll also need to set up CRA accounts for your business taxes, Goods and Services Tax and the Harmonized Sales Tax (GST/HST), payroll accounts, and savings and pension plans. You’ll also need to register with each province where you have employees as the Canadian health system is funded by provincial taxes. Importance of Classifying Correctly: Employee vs Independent Contractor The CRA is like the Internal Revenue Service (IRS) in the US. Its job is to collect taxes from businesses and employees—and like the IRS, the CRA takes worker misclassification seriously. When a worker is an employee, the business withholds all relevant taxes and pays the appropriate government entities. If your worker is an independent contractor, it’s their job to pay the appropriate taxes. If you’re trying to get around registering your business in Canada by partnering with an independent contractor, you risk putting your business and the worker at risk of running afoul of misclassification laws—which could lead to fines and penalties for both of you. You can partner with a Canadian independent contractor; you just need to make sure they’re actually a contractor and not an employee. To easily distinguish between what makes a contractor vs an employee—typically, a contractor retains control over their schedule and how they work. Meanwhile, if you’re telling someone when to work and how to do their job, they’re an employee. Step 2: Establish Your Payroll Process & Policies You’ll want to create a structured process to follow so that you don’t miss any vital payroll steps. Consider the following: Pay schedule: How frequently will you pay employees? You cannot pay monthly. Your only options are weekly, every other week, or twice per month. Type of employees: Full time vs part time? Tracking time: How will you track employee hours, and how will it be reported to you? Benefits: What benefits will you offer? Who pays for them? How will you manage the payroll deductions? Taxes: How often will you need to pay taxes? What tax rates will you pay? How often do you need to remit taxes and to what agencies? Payroll processing and calculations: Will you calculate payroll by hand, Excel, or use a payroll service or software? Paychecks: Will you write manual checks, use pay cards, pay via direct deposit, or pay in cash? To ensure your company processes payroll in Canada effectively, you should also have policies on: Leaves: What leaves are required to be paid vs unpaid, and at what rates? Overtime: At what rate do you need to pay employees overtime and for how many hours? Absences: How do you track absences and know whether they’re paid or unpaid, excused or unexcused? Holidays: What holidays are paid and at what rate? Step 3: Determine Salaries & Ensure Compliance The cost of living in Canada is slightly lower than in the US—currently 13% less expensive. The average annual salary in Canada is about $40,572 ($54,500 in USD). When determining what you’re going to pay your Canadian workers, consider their experience and skills, in addition to the cost of living. You may be able to save money by having Canadian workers, but you’ll still need to pay competitive rates to ensure you attract and retain the best talent. Payroll & Employment Law Compliance Canada has similar employment and payroll compliance laws to the US, but some go further in providing additional benefits to employees. It’s vital that you understand these differences so you remain compliant. Written contracts are not required though companies frequently use them. Be aware that both English and French are used; in Quebec, French is the majority language. Step 4: Collect Employee Data & Forms As with US-based employees, you’ll need to collect certain data from your Canadian employees. This often includes: Employee’s full name Employee’s permanent address in Canada Documentation proving the employee’s identity Employee’s social insurance number TD1 form Bank account information Provincial forms Step 5: Collect Time Sheets & Calculate Payroll When a business first launches, they often use paper time sheets. We don’t recommend this, as it’s ripe for errors and misuse. The best and most effective way to keep track of employee hours is to use time tracking software. Your employees clock in and out electronically, and your managers can review and approve time sheets before they get to your payroll team for processing. Once payroll gets the time sheets, they should still review them for accuracy. A second set of eyes to spot any glaring errors is crucial to ensuring your company runs payroll correctly each time. It’s easier to fix these errors before running payroll, and it creates a smoother process for everyone involved. When calculating your Canadian payroll, you’ll need to account for tax and payroll deductions. Missing these will leave you out of compliance and could cause costly fines and penalties from Canadian government agencies. Besides these payroll withholdings, you’ll also need to withhold appropriate income tax from your employee’s paychecks. Here are the current tax brackets in Canada. For reference, the top tax bracket here is equal to about $164,000 USD. It’s also important to note that Canadian taxpayers are frequently taxed at the provincial level as well. Be sure to keep track of where your employee works. With over 5,000 miles of shared border, it’s possible that your Canadian employee will come to the US and do work. Depending on where the employee does work inside the US, they may be subject to tax withholdings in that state. If you’re bringing the employee into the US to work, even for a day, they may also need a visa. Step 6: Pay Employees Now that you’ve reached the point of calculating your payroll, it’s time to pay your employees. Make sure you’re following the pay schedule you’ve previously outlined. If you have just a single or handful of employees in Canada, you may want to outsource your payroll to a local provider. They will be licensed and familiar with Canadian payroll laws and processes. While you’ll pay them a fee, it’ll likely be worth your time for just a few workers. However, if you have more employees or plan on dramatically expanding your Canadian workforce, you may want to hire an international payroll and HR expert to handle payroll in-house, depending on cost differences. If you opt not to outsource, make sure you or your payroll team are familiar with Canadian payroll laws and deductions to ensure you’re making the right deductions from employees’ paychecks and sending tax payments to the right Canadian government authorities. For the easiest time, you can also work with an international payroll service. Such services are typically familiar with local laws and will ensure that your business won’t miss any compliance regulations. Step 7: Document & Store Your Payroll Records Payroll records in Canada must be kept for up to 10 years. Your payroll records should include, at a minimum: The dates of employment and rate of pay The frequency of pay Deductions Total regular and overtime pay Net employee pay Bottom Line Doing payroll in Canada for the first time is not as hard as other foreign countries. With similar processes to the US, you’ll find it won’t take long to get the hang of it. Just make sure you take your time and set everything up correctly from the start.
December 22, 2022
How to Do Payroll in Mexico: Ultimate Guide
Doing payroll in Mexico will present you with some challenges and nuances you don’t face domestically. Because running international payroll means you have to abide by another country’s laws that you may not be familiar with, you must take your time and set yourself up for success. Use these seven steps as a guide on how to do payroll for workers in Mexico—or, if you prefer a payroll service to handle most of the heavy lifting, expand the section below for a look at our top picks. Step 1: Set Up Your Business as an Employer Before running your first payroll in Mexico, you have to register your business. Mexico does not allow foreign companies to hire and pay employees inside Mexico. Foreign companies can partner with and pay independent contractors, but Mexico takes worker misclassification seriously, so do not attempt to skirt the laws by classifying an employee as an independent contractor. To set up your business legally in Mexico so you can hire and pay employees, you must select your business name and register it with the Mexican Secretariat of Economy. This is a complex process, and you’d be wise to speak with legal counsel or work with an employer of record (EoR) authorized to do business in Mexico. If you’re doing this yourself, you’ll need to first select your business structure. Ideally, you’ll match your US business structure or choose a limited liability company (LLC) setup. Once you’ve determined that, register your business name. Then, you’ll need to submit several documents to the Public Registry of Property and Commerce, such as: A notarized original copy of your business's Articles of Incorporation A notarized original copy of your company bylaws A notarized original copy of your business registration form to the Secretariat of Economy Your company’s business address in Mexico A letter from a bank in Mexico showing you have a business bank account and are a customer in good standing Submitting these documents correctly is crucial to being registered in Mexico. You’ll also need to include a payment of 16.3% of the estimated business income for the first year. This is a one-time fee. After you’ve registered your business, you’ll need to get a business license and a Mexican tax identification number, just like you would in the US. You’ll need to apply to the local Tax System Administration (SAT) office. Step 2: Establish Your Payroll Process & Policies You’ll want to create a structured process to follow so you don’t miss any vital payroll steps. Consider the following: Pay schedule: How frequently will you pay employees? Note that Mexico requires employers to pay employees at least every two weeks unless they’re labor workers, such as for manufacturing, in which case, they must be paid every week. Type of employees: Full time vs part time? Note that all workers in Mexico are subject to labor laws and there is no exemption like in the US. Tracking time: How will you track employee hours, and how will it be reported to you? Benefits: What benefits will you offer? Who pays for them? How will you manage the payroll deductions? Taxes: How often will you need to pay taxes? What tax rates will you pay? How often do you need to remit taxes and to what agencies? Payroll processing and calculations: Will you calculate payroll by hand, Excel, or use a payroll service or software? Paychecks: Will you write manual checks, use pay cards, pay via direct deposit, or pay in cash? To ensure your company processes payroll in Mexico effectively, you should also have policies on: Leaves: What leaves are required to be paid vs unpaid, and at what rates? Overtime: At what rate do you need to pay employees overtime, and for how many hours? Absences: How do you track absences and know whether they’re paid or unpaid, excused or unexcused? Holidays: What holidays are paid and at what rate? Step 3: Determine Salaries & Ensure Compliance The cost of living in Mexico is much less than in the US, currently about 65% as much. As a result, salaries are often much less in Mexico than in the US. In 2021, the average Mexican worker made ₱323,345 ($16,490) per year. When determining what you’re going to pay your Mexican workers, consider their experience and skills, in addition to the cost of living. You may be able to save money by having Mexican workers, but you’ll still need to pay competitive rates to ensure you attract and retain the best talent. Payroll & Employment Law Compliance Mexico has similar employment and payroll compliance laws to the US, codified in the Mexican Federal Labor Law—but some go further, providing additional benefits to employees. It’s vital that you understand these differences so you remain compliant. Step 4: Collect Employee Data & Forms As with US-based employees, you’ll need to collect certain data from your Mexican employees. This will be collected in the form of your employment agreement with each employee. Your employment contract must contain the following: Name, nationality, age, sex, marital status, and address of the employee The employee’s Federal Taxpayer Registry code issued by the SAT The business address in Mexico The type of labor relationship between the employee and the employer Whether there is a training period The specific services the employee will provide The physical address of where work will be performed, if different from the business address The hours the employee will work The amount of pay and frequency of payments What day of rest the employee will receive and if the employee will be required to work any Mexican federal holidays Designation of beneficiaries for payment of wages should the employee die Other documents may also be required to establish an employment relationship. You’ll need to verify the employee’s identification through official documentation like a passport, and receive proof of their address. Step 5: Collect Time Sheets & Calculate Payroll When a business first launches, they often use paper timesheets. We don’t recommend this, as it’s ripe for errors and misuse. The best and most effective way to keep track of employee hours is to use time tracking software. Your employees clock in and out electronically, and your managers can review and approve timesheets before they get to your payroll team for processing. Once payroll gets the timesheets, they should still review them for accuracy. A second set of eyes to spot any glaring errors is crucial to ensuring your company runs payroll correctly each time. It’s easier to fix these errors before running payroll, and it creates a smoother process for everyone involved. When calculating your Mexican payroll, you’ll need to account for tax and payroll deductions. Missing these will leave you out of compliance and could cause costly fines and penalties from Mexican government agencies. Besides these payroll withholdings, you’ll also need to withhold appropriate income tax from your employee’s paychecks. Here are the current tax brackets in Mexico. For reference, the top tax bracket here is equal to about $200,000. It’s also important to note that while tax brackets routinely change, there is currently no change scheduled in these brackets for 2023. Step 6: Pay Employees Now that you’ve reached the point of calculating your payroll, it’s time to pay your employees. Make sure you’re following the pay schedule you’ve previously outlined and put into your employee’s contracts. If you have just a single or handful of employees in Mexico, you may want to outsource your payroll to a local provider. They will be licensed and familiar with Mexican payroll laws and processes. While you’ll pay them a fee, it’ll likely be worth your time for just a few workers. However, if you have more employees or plan on dramatically expanding your Mexican workforce, you may want to hire an international payroll and HR expert to handle payroll in-house, depending on cost differences. If you opt not to outsource, make sure you or your payroll team are familiar with Mexican payroll laws and deductions to ensure you’re making the right deductions from employees’ paychecks and sending tax payments to the right Mexican government authorities. Step 7: Document & Store Your Payroll Records Records can be audited in Mexico for up to five years, so it’s wise to ensure your payroll records are kept for at least that amount of time. At a minimum, your records should include: Each employment contract for each employee The dates of employment and rate of pay The frequency of pay Deductions Total regular and overtime pay Net employee pay Bottom Line Doing payroll in Mexico for the first time is overwhelming but it can be done. If you’ve determined that adding Mexican employees is right for your business, make sure you stay compliant by following this guide.
December 22, 2022
Namely vs Zenefits (now TriNet Zenefits): Which Is Best for You in 2023
Namely and TriNet Zenefits are both cloud-based human resources (HR) systems designed to help you manage employee data, benefits enrollment, and payroll. Both provide a mobile app and an HR portal to let staff access pay stubs, request paid time off (PTO), and view the information in their personnel records. Namely’s customizable software and services are fit for bigger companies—you design a plan with only the solutions that your business needs. Plus, it also offers managed services for payroll and benefits administration. On the other hand, TriNet Zenefits is a greater fit for small businesses, as its services are simpler and more affordable. Based on the providers’ strengths, we’ve determined their best-case scenarios: : Best for midsize businesses wanting a fully customizable all-in-one solution with advanced HR features, such as performance management and managed services : Best for small and growing businesses that want an affordable, fully integrated platform with essential HR tools When to choose an alternative: If neither TriNet Zenefits nor Namely appeal to you, we recommend Rippling. It provides a modular system (starts at $35 + $8 per employee monthly) that lets you choose the tools you need and is one of the best-rated HR software, perfect for very small businesses to large international corporations. Plus, it offers IT onboarding, as well as PEO services that you can turn on and off as needed. Check out our Rippling review for more information. Namely vs TriNet Zenefits Compared *Namely doesn’t publish its fees on its website and are available only upon request. **5 employee minimum required When to Use Each Both TriNet Zenefits and Namely offer: Employee self-service and mobile apps (iOS and Android) Online benefits enrollments Pay processing for employees and contractors Check and direct deposit pay options Year-end tax reporting (such as W-2s and 1099s) Digital signatures and document management HR compliance tools Reporting and analytics Robust integration options Live phone support and how-to guides Click through the tabs below to see more specifically when we recommend each. Best in Pricing: TriNet Zenefits Pricing for Namely, on the other hand, isn’t its strongest point. First, it doesn’t publish its pricing online. You have to contact the provider to discuss your business requirements and request a custom quote. We found third-party sources that said it runs anywhere from $12 to $30 per employee monthly, but there’s no information on what is included. Further, it has implementation fees (which we’ve seen as $50+ per employee or a percentage of the first year’s costs). We spoke to a representative that told us that Namely’s minimum contract amount ranges from $10,000 to $15,000, depending on what services you sign up for. Comparing this with TriNet Zenefits, a business would need more than 83 employees signing up for the core plan to match Namely’s minimum contract requirement. Namely doesn’t have multiple plans; instead, it offers an “HR Fundamentals” package as a starter tier to which you can add modules (such as payroll processing, benefits administration, and timekeeping). When to Consider Namely If you prefer customizability over affordability, then choose Namely. Its completely customizable solutions are an excellent choice whether you have a new business that hasn’t invested in other HR solutions yet or you have a midsize business with a small HR team. Best for HR Features: Namely Where TriNet Zenefits Stands Apart: Better Mobile + Employee Engagement Tools TriNet Zenefits stands apart with its “well-being” module to help you measure, track, and improve workforce well-being and productivity. Engagement surveys help you track the pulse of your workforce with survey templates based on best practices or the freedom to create your own questionnaires. Namely does not have this feature, although it can advise on questions to ask. TriNet Zenefits also has the better-rated mobile apps, overall, with its Android app ranking over a point better than Namely, while its Apple app is also highly rated. Best in Payroll Features & Employee Benefits: Tied For straight payroll services, the TriNet Zenefits vs Namely race runs pretty even. Both offer it as an add-on and provide complete tools including importing hours from their time tracking tools, calculating deductions and garnishments, allowing custom modifications like bonuses, and filing and paying payroll and taxes. For employee benefits, TriNet Zenefits’ and Namely’s offerings are also similar. Both provide a flexible savings account, a health savings account, health insurance, life and disability, and retirement plans that are available through a network of either partner brokers or third-party carriers. Where Namely Stands Out: Managed Services If you don’t have a payroll manager or prefer to outsource this responsibility, Namely offers managed payroll and benefits services, while TriNet Zenefits does not. Managed payroll gives Namely complete responsibility for calculating and filing payroll and taxes and includes an accuracy guarantee. The managed benefits plan lets Namely negotiate with carriers on your behalf to find the best packages based on your goals and a competitive assessment of your industry and area, plus compliance requirements. Where TriNet Zenefits Stands Out: Restaurant Payroll One thing we did not find with Namely was tip reporting; even its help articles talk about employees self-reporting this individually. TriNet Zenefits, on the other hand, specifically says it can handle tip reporting—enabling restaurants and similar businesses to capture reported tips easily. Best for Ease of Use, Customer Support & Integrations: Tied Namely offers more customer support options, such as how-to videos and a community forum where you can discuss common issues with the provider’s other clients. Zenefits’ website lacks videos but does have additional tools like checklists and ebooks. TriNet Zenefits reviews, however, include complaints about the delays in responses despite their phone support. We even saw complaints that support took days to get back to them. This year, two customers on Capterra said they canceled accounts because of poor service. Integrations Namely and TriNet Zenefits each have a robust selection of partners for software tools. Here are some of the two providers’ integration options: Namely partner systems: JazzHR, Greenhouse, Workable, Lessonly, TSheets, Boomr, Simply Merit, Bonusly, Verified First, Workato, Zapier, Pingboard, and Google Workspace (formerly G Suite) TriNet Zenefits partner systems: BreezyHR, JazzHR, Greenhouse, Zywave, Lessonly, TSheets, Deputy, Bonusly, Checkr, Workato, Zapier, Xero, QuickBooks, Expensify, Asana, Slack, and Microsoft 365 Bottom Line Namely and TriNet Zenefits provide all the functionalities of a cloud-based HR system, including performance management, payroll processing, benefits administration, and compensation management. To decide which is right for you, consider the size of your business, how much of your payroll and benefits tasks you want to outsource, and what features you need. For small businesses, TriNet has fully integrated HR tools to help manage your workforce. For midsize businesses, offers a fully customizable solution to help manage payroll, HR, and benefits.
December 22, 2022
2023 Spark Hire Review: Pricing, Features & Alternatives
is an easy-to-use, web-based interview software that helps simplify candidate screening and hiring by integrating with applicant tracking systems and providing collaboration tools. Users can anonymize candidate information to reduce bias, share comments with other team members, and quickly rate candidates. Spark Hire has four plans, starting at $149 per month. With an overall score of 4.61 out of 5, Spark Hire got at least 4 in all categories except pricing, for not offering a free plan or free trial, and popularity, for fewer than 500 reviews on popular user sites such as Capterra and G2. On the other hand, it got perfect marks for video tools, functionality, and reporting criteria. Because of its easy-to-use platform and strong video interviewing tools, it also got a perfect score for our Expert Review, helping it land atop our video interview software for employers guide. Spark Hire Overview What We Recommend Spark Hire For Spark Hire has a self-scheduling feature, which makes it easy for candidates and the hiring team to find a schedule that works for everyone. Its mobile app allows busy professionals to conduct interviews from anywhere with an internet connection and review recordings if they were unavailable during the interview. Spark Hire is our top video interview software because of its rich video interviewing features, such as a mobile app, self-scheduling, and replay capability. In short, Spark Hire is best for: Businesses that hire international and remote workers: Sometimes, hiring managers may want to do live interviews for remote or international job positions. Spark Hire’s integration with most calendar and ATS tools, like Zoho Recruit and SmartRecruiters, makes it easy to schedule, conduct, and evaluate interviews. Staffing companies or recruiters: Spark Hire makes it convenient for recruiters and staffing firms to encourage candidates to self-register through an open interview link and communicate with applicants in bulk. The one-way video interviews can be particularly helpful for recruiters needing to review multiple candidate interviews but at the times most convenient for them. On-the-go hiring managers: Spark Hire’s mobile app allows employers and applicants to connect conveniently. Members of a hiring team can also review interviews through the app. Regardless of their location, as long as they can connect to the internet, they can watch and evaluate interviews left by candidates. When Spark Hire Would Not Be a Good Fit Small businesses looking for a free video interview software: Spark Hire has removed its free 14-day trial and doesn’t have a free forever plan. You may consider using , which offers a free plan for one job and two users. Businesses that hire anywhere from six to 10 jobs at a time: If a company needs to fill more than five jobs at any one time but doesn’t really need unlimited job ads, Spark Hire’s pricing might be too expensive. Consider , which allows unlimited users, candidates, and positions starting at a monthly rate of $171. Organizations wanting video interviewing and recruiting in one tool: Although Spark Hire can integrate with applicant tracking systems, it doesn’t have its own recruiting features. Instead, you may consider , which includes video interviewing as part of its hiring platform. Spark Hire Top Alternatives Spark Hire got 3.5 out of 5 for pricing because of its transparent pricing and affordability. The lack of a free option and free trial, as well as its monthly minimum being higher than $99, pulled its score down. Spark Hire offers four plans—Lite, Pro, Growth, and Enterprise—which all include unlimited interviews, interview scheduling, video messages, interview evaluation and comments, ratings, and 24/7 support and live training. For the Enterprise plan, you have to contact the provider to get specific pricing. Here’s what to expect from the plans. Spark Hire stores recorded and uploaded videos in the video library. Custom intro videos and video questions are also stored here. If additional storage is required, Spark Hire allows account holders to purchase additional storage at $15 per month for 5GB. When users exceed the limit, they’ll be automatically billed an extra $15 on the next month. Because of Spark Hire’s complete set of video tools that we deemed helpful for small businesses, it got a perfect score for this criterion. These tools include transcripted interviews, chat features in live interviews, pre-recorded interview questions and candidate responses, collaboration tools for the hiring team, and screen sharing. Spark Hire got a perfect score in this criterion due to its robust video interview tools. It helps users quickly find potential employees by efficiently scheduling interviews by allowing applicants to book based on the availability of the interviewer(s). To do this, users must integrate their calendar app to Spark Hire. It supports most calendar applications, including Microsoft 365, Apple, MS Exchange, Google, and Outlook. You can then send your scheduling link to applicants individually or in bulk. Invited applicants will see your availability and choose a time on your branded scheduling page (complete with your logo, colors, and picture). If you’re interviewing international applicants, your availability will appear in the applicant’s time zone. After selecting a time and providing their information, you’ll automatically receive a request via email. From the dashboard, you can manage all events; accept, decline, cancel, or reschedule events as necessary. You can also access a time log of all interviews booked through the platform. Spark Hire got a perfect mark for reporting because apart from the basic reporting tools, it also lets you filter tables and charts containing hiring-related metrics. Spark Hire presents data using different graphs, charts, and tables. You can then download filtered data in .csv format. User-friendly interface 24/7 live chat support Live training Help center This provider almost got a perfect mark for ease of use, if not for its lack of live customer support via phone. Still, Spark Hire has a straightforward interface, which makes navigation easy. Users without much technical experience can explore the dashboard and quickly learn to use the features. In case of technical issues, they can check the Help Center, which contains general FAQs and a troubleshooting guide for both candidates and companies. The Help Center also has a dedicated section on “Technical Requirements and Troubleshooting.” For immediate concerns, Spark Hire has a 24/7 live chat feature. Another thing that makes Spark Hire easy to use is its mobile app. The app makes it convenient for busy professionals to review candidate interviews without opening their laptop. Candidates can also complete the video interview using their mobile device, depending on their availability. If a candidate doesn’t have a webcam on their computer, they can use the mobile app to record their responses to one-way interviews. Or, if an applicant has a low-quality webcam, the mobile app allows them to capture high-definition videos using their phone camera, which usually has better specs than webcams. This criterion, apart from pricing, is where Spark Hire scored low because of its fewer than 500 user reviews on G2 and Capterra. Despite that, Spark Hire is well-loved by its users for its easy-to-use platform. Recruiters and hiring managers said that Spark Hire effectively serves its purpose of making video interviews more convenient, whereas others mentioned they like the live training service that Spark Hire provides. Users also appreciate that they can easily refer to Spark Hire’s knowledge base for troubleshooting and contact its team for support. Unfortunately, reviews point out the limited number of users associated with its Lite and Pro plans. Some users also reported compatibility issues, especially with devices running on older operating systems. At the time of publication, Spark Hire reviews earned the following scores on popular user review sites: Capterra: 4.8 out of 5 based on about 100+ reviews G2: 4.8 out of 5 based on about 390 reviews Based on our evaluation of the best interview software for employers, we highly recommend Spark Hire. It has a comprehensive set of video interview tools that will make one step of the hiring process simpler and more efficient. Plus, it’s easy to explore and master, so regardless of technical knowledge users should find Spark Hire comfortable to use. Bottom Line Aside from real-time and one-way or prerecorded video interview features, it has collaboration tools to provide feedback and rating. It also integrates with some applicant tracking systems and most calendar apps, which makes recruiting more convenient. Candidates and users also have access to Spark Hire’s mobile app.
December 20, 2022
California Paid Sick Leave Law: What Small Businesses Need To Know
Employers in California must provide paid sick leave to all employees working in California for 30+ days per year. In addition to state law, some localities also have leave requirements. As a small business, you’ll need to ensure compliance with California paid sick leave law and budget accordingly. How California Sick Leave Works There are no federal paid sick leave laws, but some states like California require paid sick time off. California’s paid sick leave law, known as the Healthy Workplace, Healthy Family Act of 2014, requires all employers in the state to provide at least one hour of sick leave for every 30 hours an employee works, making it crucial that you track employee hours correctly. Accrual begins on the employee’s first day of work and applies to all employees working in California for 30 or more days per year. Covered Employers & Employees This law covers every employer with a worker in California. Full-time, part-time, seasonal, and temporary employees working at least 30 days per year in California are eligible for paid sick leave benefits. Employers can cap the hours accrued per employee to 48 hours or six days per year and limit the number of hours an employee can use in one year to 24 hours or three days. As with most legal matters, there are exceptions to this law. The following employees are not entitled to paid sick leave in California: Employees covered under a union agreement Construction workers Airline employees Retired government employees In-home support workers Any workers not in the above exceptions are entitled to receive paid sick leave. Your company can require an employee to work for 90 days before they can use any paid sick time off. Allowable Uses Employers must allow employees to take paid sick time off for at least the following reasons: A preventative care appointment for themselves or an immediate family member Care of treatment of an existing health condition for themselves or an immediate family member For victims of domestic violence, sexual assault, or stalking For this sick leave law, California defines an immediate family member as an employee’s parent, child, spouse, domestic partner, grandparent, grandchild, or sibling. Be aware of special local requirements. For example, employees in Emeryville may use paid sick leave to care for a service animal. PTO vs Sick Leave Although there is no federal or state requirement to provide paid time off (PTO), doing so is a significant benefit for your employees. In fact, if you do, you may already meet the requirements under California’s paid sick leave law. If your company has a PTO policy that allows employees to use time off for any reason or for reasons that include sick time, you’re not required to implement a separate paid sick leave policy. However, your policy must provide at least 24 hours per year and allow for rollover of up to 48 hours per year to satisfy the California paid sick time law. COVID-19 Paid Sick Leave California originally provided COVID-19 sick leave that expired at the end of 2021. However, beginning Feb. 19, 2022, a new law went into effect, providing additional paid sick leave (retroactive to Jan. 1, 2022) for reasons related to COVID-19. It provides up to 80 hours of paid sick leave for full-time employees and is set to automatically expire Sept. 30, 2022, unless extended by the Governor. Any employer operating in California with at least 26 employees is subject to this law. Allowable uses include: Employee getting a COVID-19 vaccine or booster Employee taking an immediate family member to a COVID-19 vaccine or booster appointment Employee experiencing COVID-19 symptoms or caring for a family member experiencing symptoms (even symptoms from a vaccine or booster) Employee is isolating Employee is caring for a child home from school for COVID-19-related reasons Employee tests positive for COVID-19 Employee is caring for a family member who has tested positive for COVID-19 Local Leave Laws Besides the state law, there are some special local leave law requirements that may apply to your business as well. Employer Requirements Employers are required to take certain steps to adhere to the California sick leave law. If you do not comply, you could face fines and employee lawsuits. Notice & Posting Employers must provide notice to employees of the company’s paid sick leave policy. Even if your company only provides paid sick leave based on the minimum requirements, you must still provide a policy to all employees. The best way to do this is to create a written policy in your company handbook that all employees receive on their first day. Like federal compliance posting requirements, California requires employers to display a compliance poster in a conspicuous location where employees can easily read about their rights. If you have remote employees, you may email the poster to the employees. Paid Sick Leave Balance Records Your company is required to keep detailed records about your employees’ sick leave. You must provide your employees with a record of how many hours of paid sick time they have taken and have left on each pay stub. If you don’t want to provide it on your pay stubs or your software program doesn’t allow it, you must provide a separate document on payday showing this information. Besides giving your employees information about their paid sick time, you need to keep records for a minimum of three years. These records must show each employee’s accrued and used sick time. Accruing & Calculating Sick Time Off Pay The California paid sick leave law provides minimum guidelines on accruing sick time. But you are able to create your own method, as long as it meets the law’s requirements. Note that when an employee leaves your company, regardless of the reason, you are not required to pay out any accrued and unused sick time. This is different from PTO, which, if you have chosen to provide to your employees, California requires you to pay out in certain circumstances. Accruing Sick Time Off As indicated above, every employee must receive at least one hour of sick time for every 30 hours worked. For example, an employee working 40 hours per week would accrue 1.33 hours of sick time. This is the most common method for providing employees with paid sick time. Lump Sum Sick Time Off Employers can also provide sick time in a lump sum. If you choose this method, you’ll need to provide at least 24 hours of paid sick leave at the beginning of the year. Any new hires must be given this lump sum within 90 days of their start date. Calculating Pay Sick leave is paid at the employee’s base rate of pay. When calculating sick leave pay for exempt employees, you pay them the same way as if they were taking any other paid leave, like PTO. When a nonexempt employee takes sick leave, you pay them their base hourly rate, including no overtime or bonus calculations. Employee Rollover California provides clear guidance on whether an employee can roll over accrued and unused paid sick time to the next year. And it all boils down to how your business gives sick time. If you use the lump sum method, you will give each employee 24 hours or three days of paid sick leave at the start of their employment or the beginning of each year. No rollover is required. However, if you use the accrual method, most employees will end up accruing more than 24 hours of sick time in a calendar year. While you can cap their total accrual at 48 hours, if they don’t use it all, you have to let them roll over the unused portion to next year. Legal Considerations While you already have countless laws and regulations you need to follow, failing to adhere to California’s paid sick leave law, whether intentional or unintentional, could lead to costly outcomes. Here are some items to keep in mind. Fines & Penalties If your company does not provide paid sick days compliant with the law, you will face fines from the state. Your company could be fined the number of paid sick days withheld from the employee times three, not to exceed $4,000. If the violation results in harm to the employee, an additional penalty of $50 per day may be imposed, up to a maximum of $4,000. You’ll also be on the hook for attorneys’ fees, court costs, and interest. Only employers that make an isolated mistake that is quickly corrected may be excused from fines and penalties. Employee Lawsuits You cannot retaliate against employees who use paid sick leave. Do not discipline employees about absences related to taking paid sick leave, even if they don’t provide you with a reason or documentation. If you discipline or retaliate against an employee for taking sick leave, your employee may be able to file a lawsuit against your company for damages. Those damages could include substantial monetary damages and even reinstatement of their job if they were terminated. Consistency & Record Keeping As with all HR-related matters, keep detailed records. Make sure you comply with the law by providing a record of each employee’s accrued and used sick time at least quarterly. But also keep any records relating to an employee’s sick time off. Because these records are medical, however, you’ll need to separate them from the employee’s regular personnel file and put them in a confidential file with limited access. Effective employee management also requires consistency. Whether you provide the minimum state requirements or go above and beyond, don’t give 40 hours to one employee and 80 to another. Be fair and consistent with your sick leave policy both in the amount of time you provide and in how you react to employees taking leave. Remember that what you do for one employee, you need to do for all. Bottom Line Complying with California’s paid sick time off law may seem daunting. However, following a structured process that ensures your company offers what’s required can help you remain compliant and avoid costly penalties.
December 20, 2022
2023 CareerBuilder Review: Pricing, Features & Alternatives
is a job marketplace and recruitment platform that lets you post jobs, view resumes, track and screen applicants, and manage candidates. Its platform, which has a monthly fee starting at $349, uses artificial intelligence (AI) and machine learning technology to help you post jobs and find qualified candidates faster. It’s optimal for businesses wanting intelligent job postings and applicant matching tools. CareerBuilder Overview What We Recommend CareerBuilder For CareerBuilder does more than just let you post jobs. It has a massive database of job seekers and smart tools to help you find qualified candidates faster. Given its mobile-optimized career sites, AI-powered candidate matching, and targeted recruiting emails, CareerBuilder even made our list of top job posting sites for employers. Overall, CareerBuilder is best for: Scaling businesses that need help advertising their jobs: CareerBuilder has an AI job posting solution that helps you write job responsibilities, enabling you to quickly create and post listings. It also offers recommendations on how you can improve postings to increase their appeal. Meanwhile, its AI-powered candidate matching tool can deliver up to 40 profiles a day and for each job listing. Recruiters and staffing agencies posting jobs for multiple clients: CareerBuilder’s “Talent Network” solution lets you build career sites for clients and personalize job postings based on your clients’ branding requirements through its “job skin” tool. Companies looking to hire qualified candidates for niche jobs: If you need to hire employees from specific industries (such as oil and gas, healthcare, and information technology), CareerBuilder lets you run candidate searches from its niche resume databases. Federal contractor and subcontractor employers who require Office of Federal Contract Compliance Programs (OFCCP) compliance when posting jobs: With CareerBuilder’s OFCCP Compliance - Mandatory Job Listings and Reporting tool, all of your job listings are automatically distributed to the appropriate state workforce agencies. It also comes with on-demand reports that you can easily run and export into Excel files. When CareerBuilder Would Not Be a Good Fit Employers looking for more flexible plans: CareerBuilder’s Pay As You Go Plan lets you purchase as many jobs you need and keeps your job posts for a month. However, some employers may be looking to fill jobs quickly. Unlike CareerBuilder, offers daily pricing, which can be beneficial for more popular jobs that can be filled in a few days. Small businesses with limited hiring budgets: CareerBuilder doesn’t offer a free plan, so if you want to post jobs for free, we recommend . Also, the lowest tier of CareerBuilder’s “Value” plans costs $349 monthly—and this can be pricey, especially for small businesses. Even its “Pay As You Go” option—which follows a pay-per-job post scheme—can be expensive, costing $449 for a single job listing. If you want budget-friendly options, check out our list of free job posting sites. CareerBuilder Alternatives & Comparison CareerBuilder Pricing CareerBuilder offers a “Pay As You Go” option and three “Value” plans (Lite, Standard, and Pro). The main differences between these include the number of jobs that you can post and access to targeted recruitment emails. Pay As You Go This option follows a pay-per-job post scheme, where you pay $425 for a single job posting. You can also purchase additional job postings, which cost $250 if you purchase at least six jobs. If you get fewer than six, the cost goes higher. All job listings can be used for up to 12 months from the date that you purchased the plan. This is great for businesses that don’t hire often and would only need to fill up one or two job vacancies at a time. The features are similar to the Value plan features and include the ability to search and contact candidates and instant notifications when new resumes are added that match your search criteria. Job boost also lets you automatically send targeted emails to candidates that match your job description. Unlike CareerBuilder’s Value plans, this option doesn’t renew on a monthly basis. If you need to post a new job and have already consumed your job posting credits, you have to purchase another “Build Your Plan” option. *The maximum number of job posts that you can purchase online is 36. For those requiring more, contact CareerBuilder to request a quote. Value Plans CareerBuilder’s “Value” plans are ideal for businesses growing their workforce and recruiters who need to fill up their clients’ open jobs. Its features are similar to the “Pay As You Go” option. *Unused job posting and targeted recruitment email credits at the end of the month will not roll over to the next month. Paid Add-ons While many of its job posting and candidate search tools are included in its “Pay As You Go” and “Value” plans, you have to pay extra if you need applicant tracking, mobile-optimized career sites, and international job postings. It offers a “Talent Network” solution that you can use to take snapshots of applicant resumes at recruiting events in which the software converts the information into searchable keyword text. CareerBuilder also offers an “In-Take Tool,” which provides a pre-sourcing workflow you can use during your intake meetings. It works to ensure that your hiring process is efficient and aligned with your hiring goals and expectations. However, CareerBuilder’s pricing for these products isn’t readily available on its website. You have to contact the provider to request pricing details. CareerBuilder Features CareerBuilder’s suite of talent acquisition solutions is designed to streamline and manage recruitment processes, enabling you to efficiently find and hire qualified candidates. Let’s look at some of CareerBuilder’s features to help you determine if it fits your requirements. CareerBuilder Ease of Use Intuitive interface Online chatbot and live phone support FAQs, video tutorials, and help articles User groups connecting you with fellow users and CareerBuilder experts With a user-friendly and intuitive interface, CareerBuilder makes posting jobs and searching candidate resumes easy for users. While it lacks a library of job description templates that similar recruiting solutions like Monster and ZipRecruiter offer, its AI job posting tools are helpful—providing recommendations on how to improve job ads to make them more appealing to candidates. In case you need assistance on how to use its features, you can either contact CareerBuilder’s live phone support, access its online chatbot, or click the “submit a case” link on its website. You can also post your questions on its “User Groups,” an online community of CareerBuilder users and experts who can provide answers to your queries. In addition to FAQs and video tutorials, CareerBuilder has a knowledge base with extensive help articles. However, the knowledge base is glitchy, and searching for specific articles can be difficult. As of this writing, it doesn’t display all of the article topics, and running a “post a job” search shows zero results. What Users Think About CareerBuilder There are very few CareerBuilder reviews online as of this writing. Those who left positive feedback like how easy it is to create post jobs. Some users appreciate its efficient applicant tracking and candidate management tools. On the other hand, several reviewers said that while its resume search filter options are robust, its search results can show inaccurate data at times. For example, a resume search for IT candidates sometimes includes non-IT applicants. A few users also complained about having received resumes with incomplete details (such as missing contact information). At the time of publication, CareerBuilder earned the following scores on popular user review sites: Capterra: 4.2 out of 5 based on around 130 reviews G2: 3.7 out of 5 based on more than 50 reviews CareerBuilder Frequently Asked Questions (FAQs) Bottom Line If you’re looking for a recruiting solution that lets you post jobs, track applicants, and comply with OFCCP job listing regulations, then is a great choice. It has a database of 140 million candidate resumes and comes with targeted email campaigns to help boost your job ads. Creating job posts and looking for candidates who match your hiring requirements are also made easy given its machine-learning platform and AI-powered tools. Sign up for a CareerBuilder free demo today to learn more about its functionalities and how it can help streamline your recruitment processes.
December 19, 2022
How to Find Employees on LinkedIn in 2023
LinkedIn is a social media website built around its users’ professional networks where individuals can connect with current and former colleagues, join industry groups, and search and apply for jobs with businesses on the platform. As a small business, you can leverage LinkedIn to find employees from its captive pool of candidates. Your first step in recruiting candidates on LinkedIn is to consider which of the network’s talent solutions or premier products best suits your hiring needs. Then you’ll want to build and maintain your company profile and business networks and search for candidates. 1. Determine Your Best LinkedIn Plan Each LinkedIn plan provides a unique set of features and benefits. For instance, while you can make job posts to your individual and business LinkedIn pages to search for candidates, it isn’t until you reach the Recruiter level that you have access to candidate skills assessments and applicant tracking features. Below is a features comparison to help you determine which LinkedIn plan may be right for you: *Disclaimer on LinkedIn website states prices vary by region. You must sign up to see your local pricing. We’ll go more in-depth on the plans later in our article. 2. Build Your Company’s Profile Page Before you reach out to anyone, you should build your company’s profile page. There are two main reasons for this: Presenting a professional face for your business will make it more attractive to potential candidates Building a keyword-rich profile will make it easier for potential candidates to find you Also, remember that it’s not enough just to build your page—you need to keep it updated too. Be sure that your business’ location, contact information, and any current job postings are up-to-date. Consider highlighting any past work that you’re proud of. 3. Connect With Former & Current Colleagues Send an invitation to connect to anyone you’ve worked with both past and present, especially those with which you’ve developed a positive relationship. Because LinkedIn relies on connections within your network, growing your network should be your first step in finding new employees. These connections can introduce you to job seekers they know, or you may find that a former colleague is looking for a new opportunity. 4. Personalize Your Connection Invitations When contacting members not currently part of your network, such as job candidates or freelancers you’d like to employ, you should personalize your invitation to connect. LinkedIn allows you up to 300-characters to use in your connection invitation request to share who you are and why you’d like to connect. LinkedIn provides a generic connection message; however, you can personalize this to highlight your company. 5. Search for Candidates Find great candidates even if they haven’t yet applied to your job. The right candidate may miss seeing your job ad on a job posting site, or they may not be actively looking for a new job at the moment. If they are looking for a job, LinkedIn members can choose yes on the job-seeking option under privacy in their account settings to let recruiters know they’re open to a new job. Once you’ve identified a potential candidate, check their profile to see if you have any connections in common. If you do, reach out to that connection and ask that they introduce you. Not only will this put you in contact with the candidate, but the connection you share in common can validate your business’ reputation. 6. Find Candidates in Groups LinkedIn Groups are where you’ll find thought leaders, available workers, and people who can help you network to find your next employee. If you’re looking for a project manager, an HR rep, or a social media guru, the best of them are likely active members within their relevant industry groups. You can join groups, read posts, weigh in on conversations, and contact those you feel might be a good addition to your team. For example, if you’re looking for a marketing expert, join a group like Social Media Today; or if you’re looking for a project manager, try joining The Project Manager Network. You can also type an industry, such as engineering, or job type, such as project manager, into the search box and then select Groups as shown below. 7. Use Current Employees Consider asking your current employees to post positive information about you and your company, as well as job openings, on their profiles. Research from Glassdoor shows that prospective employees are three times more likely to believe people who work in your company over its executive team. Asking your most passionate employees to promote your company on LinkedIn may prove more successful than simply putting out job ads. LinkedIn is a great place for employees to share their positive feedback about you and your company and could be a difference-maker in your business’s ability to attract top talent. 8. Post Job Openings Once you have set up your profile and made connections with friends and colleagues, you can post your current job openings directly on LinkedIn. This feature is available with the Free and Premium Business options; however, with LinkedIn Recruiter Lite you will have access to a hiring platform where you can find, connect with, and manage candidates. You can also use its marketing tools to post ads and pages and create customized content to make your company stand out from the rest. 9. Support Other Recruiting Efforts You may already be posting jobs on free job search websites, like , or paid job advertising sites that typically come with more features, like . However, LinkedIn can help you determine which applicants are truly experienced based on their profile versus those who have merely mocked up a great-sounding resume. Of course, not everyone keeps their profiles up to date, so consider LinkedIn as just one data source. You could also use LinkedIn InMail, a feature of LinkedIn Premium Business and Recruiter Lite, to contact a candidate’s former employers, co-workers, or others who have left positive feedback on their profile. LinkedIn Plans Now let’s explore each plan that LinkedIn offers businesses that help get their company in front of potential top talent—LinkedIn Free, LinkedIn Premium Business, LinkedIn Recruiter Lite, and LinkedIn Recruiter. While LinkedIn Recruiter is a good option for recruiters and big companies, we recommend Recruiter Lite or Premium Business for most small businesses. Additionally, there are less-expensive HR and applicant tracking options for small business owners to consider. Bottom Line LinkedIn is a social media platform that’s built on your professional contacts. Users can connect with current and former colleagues, and businesses can represent themselves with their own page. Because of this, LinkedIn is an ideal way for job seekers and businesses that are looking to hire to connect. We recommend LinkedIn Premium Business or Recruiter Lite as your best source for finding and hiring your next employee.