Tag: employers

ful. CashPay: Revolutionizing Healthcare Access for Employers With Uninsured Team Members
ful. Health’s New App Harnesses Innovation, Data and Technology to Deliver Affordable, Easy-to-Use Healthcare Solutions for Part-Time Workers
DUBUQUE, Iowa, September 19, 2024 (Newswire.com)
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ful. Health is excited to announce the launch of ful. CashPay, a groundbreaking healthcare solution specifically designed for part-time employees, gig workers, association members, and the uninsured. As a non-insurance alternative, ful. CashPay empowers employers and organizations to provide essential healthcare benefits, helping their uninsured workers access convenient care and achieve significant savings.

This solution is particularly critical for the 42% of the U.S. population living below the ALICE (Asset Limited, Income Constrained, Employed) threshold. These individuals often work but struggle to afford basic necessities, including healthcare. ful. CashPay provides an affordable way to address the healthcare gap, ensuring that part-time and uninsured workers can receive care without financial strain.

Healthcare access helps employers create a more stable, productive, and loyal workforce while controlling costs and maintaining a competitive edge in the job market. Brokers, captives, and TPAs now have a powerful tool to help clients support and retain their part-time workforce.

With ful. CashPay, organizations can offer uninsured team members a clear, actionable healthcare solution. ful. CashPay features bundled cash pricing for complete episodes of care, eliminating surprise billing. It provides unlimited, no-cost virtual care for employees and their families, including dependents up to age 26 — and more, all for about $6 per part-time employee per month.

“At ful. Health, we are committed to giving people the freedom to make their best personal choices for care,” said Dr. Bernie Saks, founder and CEO of ful. Health. “ful. CashPay simplifies access to quality care by combining smart shopping tools and education, creating a comprehensive resource for healthcare savings.”

ful. CashPay offers more than just benefits — it creates a cash-pay healthcare ecosystem, leveraging partnerships with industry leaders to provide part-time uninsured employees with:
- Free, unlimited virtual care: Powered by CirrusMD, employees can connect within 60 seconds with licensed physicians at no additional cost.
- Cash pricing marketplace: Through Tendo, users can access actionable cash prices for complete episodes of care, eliminating billing surprises.
- Interactive healthcare education: Quizzify’s engaging quizzes and tools help users make informed healthcare decisions and avoid costly ER visits.
- Local Cash Discount Pharmacy: MedOne provides in-app search for local pharmacy cash discount pricing and digital pharmacy discount cards.
“Tendo is excited to partner with ful. Health. They have carefully architected a member experience that focuses on ease of access, education, and simplification. Together we are helping employers with dynamic workforces solve for the healthcare needs of their members by making care shoppable with affordability and convenience baked in,” said Ben Maisano, SVP Head of Strategy for Tendo.

ful. CashPay doesn’t just provide access to care — it equips users to navigate the system with confidence. With Quizzify’s Doctor Visit PrepKits addressing 200+ healthcare scenarios, users can prepare for their virtual or in-person visits to ensure the greatest value. Through Goodbill, users can also save money on hospital bills through discounts, expert bill reviews, and negotiation support.

ful. Health’s commitment to healthcare innovation is transforming how U.S. employers support their uninsured and underinsured team members by providing a comprehensive, tech-driven solution that simplifies access to care and lowers healthcare costs. ful. CashPay’s ecosystem of tools empowers users to make informed decisions, control healthcare spending, and improve their overall health and financial well-being.

To learn more about how ful. CashPay can enhance an organization’s benefits offerings and improve employee retention, visit ful-health.com.

About ful. Health

ful. Health is a leader in healthcare navigation solutions, empowering individuals to make smarter, more informed decisions about their healthcare. Through cutting-edge technology, data-driven insights, and personalized guidance, ful. Health provides easy-to-use platforms that simplify healthcare choices for both the insured and uninsured. The company plans a new release update in the fourth quarter of this year to add Transparency in Coverage alongside cash pricing and savings tools to their apps for insured plan members. Learn more at ful-health.com.

Source: ful. Health

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September 19, 2024
After ‘whites only’ job posting, Va. tech company hit with fine from the Justice Department – WTOP News

A tech company based in Ashburn, Virginia, has been fined by the Department of Justice after it advertised that it was seeking “white” candidates for an open job posting.

A tech company based in Loudoun County, Virginia, has been fined by the Department of Justice after it advertised that it was seeking “white” candidates for an open job posting.

The job posting by Ashburn-based Arthur Grand Technologies Inc. was published in March 2023 and said that the company was only looking for “U.S. Born Citizens [white] who are local within 60 miles from Dallas, TX [Don’t share with candidates],” according to a Justice Department news release.

The Civil Rights Division’s Immigrant and Employee Rights Section opened an investigation in May 2023 and “determined that Arthur Grand discriminated based on citizenship status and national origin after a recruiter working for Arthur Grand’s subsidiary in India posted the advertisement on the job website Indeed.”

Following that posting, the advertisement was widely circulated online. An investigation by the Office of Federal Contract Compliance Programs determined that the company advertised for an open business analyst position in Dallas through a public online hiring site.

“It is shameful that in the 21st century, we continue to see employers using ‘whites only’ and ‘only US born’ job postings to lock out otherwise eligible job candidates of color,” said Assistant Attorney General Kristen Clarke of the Justice Department’s Civil Rights Division in the release. “I share the public’s outrage at Arthur Grand’s appalling and discriminatory ban on job candidates based on citizenship status, national origin, color and race.”

As part of a Justice Department settlement, Arthur Grand will pay a civil penalty and will train its personnel on the INA’s requirements, revise its employment policies and be subject to departmental monitoring.

Arthur Grand must also pay compensation to those who filed complaints with the Office of Federal Contract Compliance Programs.

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© 2024 WTOP. All Rights Reserved. This website is not intended for users located within the European Economic Area.

Valerie Bonk

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May 26, 2024
How to Build a Socially Responsible Employer Brand | Entrepreneur

Opinions expressed by Entrepreneur contributors are their own.

The world has changed. People have changed. Why shouldn’t businesses change, too?

Fact is, they should, and they should do it wholeheartedly — and soon. Employees and consumers alike expect more. And they’re making their employment and purchasing decisions based on the values that organizations demonstrate rather than just espouse.

Gen Z is leading the pack when it comes to putting corporations’ feet to the fire. Deloitte research indicates that Gen Z is motivated by purpose and a brand’s good global citizenship reputation. This only makes sense. Growing up in an era of rapid information dissemination, Gen Z was hyper-aware of global issues like climate change, social inequality and human rights abuses.

Of course, we shouldn’t assume that only Gen Z workers care about social responsibility. People of all ages and from all generations have become skeptical about companies’ corporate social responsibility efforts. They want to make sure that their employer (or future employer) isn’t just “checking the box” but is following through on promises. For instance, more than 5,000 organizations have earned Certified B Corps designations. In the future, that designation may be not just expected but standard.

Related: Why Should Your Business Care About Social Responsibility?

But what exactly does it mean for a business to walk the walk, not just talk the talk? For some, it means investing $100 million in the brand’s Racial Equity and Justice initiative, which is focused on addressing systemic racism through educational support. For others, it means sending 7.5% of pre-tax profits back into community organizations throughout the nation, as well as championing human rights, social and economic justice, and environmental protection. For many, it means working toward 100% carbon neutrality.

However, for every positive corporate example, the opposite exists as well. More than one brand has found trouble in the last few years due to greenwashing ventures. Or maybe it’s a viral PR disaster like a failed commercial that made light of ongoing and serious national tensions. Audiences today will hold brands accountable for missteps as much as celebrate their success.

The point is that your company can’t hide behind slogans or statements. To appeal to modern workers and customers, you have to showcase your commitment to social responsibility. If you don’t, you can be sure that your competitors will be the first to call you on the carpet.

To get started, try these methods to initiate the process of folding social change into all the fibers of your corporation’s brand and culture fabric.

1. Engage your stakeholders, not just your shareholders

There’s no doubt that you have to be conscientious about your shareholders when you’re a business leader. Shareholder value has been the primary focus for companies for decades. However, sometimes corporate social responsibility conflicts with a focus on profits. Why? The simple answer is that corporate social responsibility often requires a sizable financial investment. Not always, mind you — consumers are starting to pay more for products and services backed by socially responsible companies. Nevertheless, your job is to look beyond just your shareholders and engage your stakeholders.

When I refer to stakeholders, I refer to everyone with a stake in your organization, including team members. Remember: They have a choice as to where they’re going to work. Nearly seven out of 10 professionals planned to resign in 2023. You can’t afford that kind of attrition, so you need to collaborate with your employees to build a collective vision and commitment around social change. Be aware that your team members will have different visions and different appetites for what social change means. That’s a good thing because it elicits deeper conversations and helps you get closer toward your goals.

Related: 10 Ways to Make Your Business More Socially Conscious

2. Listen to what matters to people

Instead of automatically arguing or debating social points, put yourself into a “listen and learn” mode. Find out what’s really important to others. Ask questions. Why do they feel the way they do? What’s important to them? What kind of stand would they like to see you take as their employer or preferred brand? You don’t have to do everything they want, but you’ll be in a better position to make decisions if you “get” them.

After educating yourself through active, open-minded listening, you’ll be prepared to problem-solve and lead your company and team forward. By leading the charge, you can show your authentic desire to make a positive impact based on the needs and wants of your stakeholders. In other words, you’ll have a rare opportunity to demonstrate proactive leadership, innovation and creativity to the biggest societal challenges we face today.

3. Lean into major headlines and movements

When the “don’t say gay” headlines hit the front page of every major media outlet, did you consider saying anything about it as a company? Or did you shy away from the topic? Right now, employees and buyers want to know that their favorite brands care about what’s happening. You don’t have to rush into making a statement, of course. You just shouldn’t avoid creating a space for respectful dialogue and discussion about the subjects of the day.

Can these types of conversations be awkward? Absolutely, which is why I recommend turning to resources and guides to help you navigate these conversations. By enabling everyone to speak their piece, you show that you value transparency within your workplace. And transparency begets trust, credibility, and accountability — all essential for building tighter teams where people feel psychologically safe and can bring their best selves to work.

Initiating social change requires dedication, consistency and a genuine commitment to making a positive impact. Although it takes energy and investment, it’s worth every minute and penny to transform your company into one that’s seen as unfailingly socially responsible.

Related: Corporate Social Responsibility Is More Than Just Charity — Here’s Why It’s Good for Business.

Gloria St. Martin-Lowry

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December 6, 2023
Want to Attract Diverse Talent? You Need to Work on Your Employer Brand — Here’s Why. | Entrepreneur

Opinions expressed by Entrepreneur contributors are their own.

Now more than ever, this question of what a business’ values, perspective, and stance are on certain social issues is under the microscope of diverse applicants. According to Monster.com, 86% of applicants actively engaged in a job search care about an employer’s reputation with regard to diversity, equity and inclusion (DEI). The same survey found that 62% of applicants would turn down a job offer if their employer did not support DEI.

In this hiring climate, where hundreds of thousands of jobs have been added to the economy in 2023 alone, employees are looking for their perfect match and feel certain they can afford to wait until they find it. Without communicating DEI as a key value of your business on online platforms, you could be turning off high-value applicants who could join your team.

So, how can businesses like yours stand out in the vast sea of “now hiring” signs and attract the best of the best diverse talent? The answer is clear: Develop an employer brand.

What is an employer brand?

Employer branding is a marketing and communication strategy that builds an emotional connection between the potential employee and the employer by demonstrating a positive image and reputation in its marketing.

Employer branding involves the rhetoric that’s written on the company’s website, the posts it touts on LinkedIn, and the word-of-mouth reputation that represents its staff makeup, values, and commitments.

When a diverse applicant sees your newly posted job description and is curious about your business, they likely go to your LinkedIn profile or website to see if yours is the kind of organization they’d like to be a part of. One of the ways companies can present themselves in the most positive light to these applicants is by discussing their values and initiatives around DEI.

However, there are several missteps companies make when engaging in employer branding that could turn diverse employees off in seconds.

Related: How Employer Branding Can Help Your Company Be Perceived As A Great Place To Work

How employee branding could be turning off diverse candidates

From the brand’s policies to its website messaging, these five mistakes may cause diverse candidates to dismiss your job posting before they even apply.

1. Your business doesn’t have a DEI statement on job applications

If you don’t have a DEI statement at the end of your job applications, you’re sending the wrong message to diverse candidates. This statement can be simple and should say something to the effect of “We’re an equal opportunity employer and are committed to providing equal employment opportunities for all applicants and employees, regardless of race, religion, gender, national origin, age, disability, marital status or veteran status.”

As basic as this statement may sound, it acts to lower the perceived barriers to entry for some diverse applicants. It’s the first step in DEI-centric employee branding that serves as a handshake to diverse candidates. It communicates that “all are welcome” and that one’s identity doesn’t qualify or disqualify someone from being here. It’s a small step that can lead to more diverse applicants applying for your open role.

2. Your business doesn’t offer ERGs, BRGs, or wellness groups

An employee resource group (ERG), business resource group (BRG), or wellness group is an important component of promoting a sense of belonging in a company. Diverse applicants are looking for businesses that offer affinity groups, especially if the staff makeup has a sizable group of individuals who share a similar identity.

It doesn’t always have to be about race, gender, or other common identities. Groups can also be formed around shared values like faith, health, sports and more. The goal is to demonstrate that your business is making a good-faith effort towards promoting community and belonging, and these are important components of a desirable workplace, especially for diverse applicants. Having a page on your business’s website or social media showcasing special groups that employees can join can help your business stand out and appear more welcoming to diverse applicants.

Related: How to Utilize Employee Resource Groups for a More Diverse

3. Your business doesn’t offer a flexible work environment

It’s 2023, and more applicants are looking for flexible workspaces, whether they’re a parent or someone looking for more work-life balance (or work-life blend, as I call it), companies who brand themselves as flexible or accommodating workspaces are more attractive to potential employees than those who enforce rigid work schedules and mandatory in-office days.

Since the world was taken by storm by the Covid-19 pandemic, more diverse applicants, including people of color, those with disabilities, and gender minorities, began looking for “safer” spaces to work. Minorities have always had to face microaggressions and adapt to the dominant culture in the workplace. However, having more flexibility around their office environment and schedule has helped those individuals find a work-life blend and has eased the burden of daily microaggressions and code-switching in the workplace.

Related: How Code-Switching Hurts People of Color in the Workplace

4. Your business doesn’t offer outside-of-work activities

We all like to have fun and enjoy quality time with others. Companies that brand themselves as “fun” workspaces or ones that offer outside-of-work activities like company outings, retreats or sports activities can attract more diverse applicants and likely retain them longer. Although not every employee should have to participate in these activities, it’s nice to have the option for diverse candidates who are seeking community in the workplace.

These activities aren’t just for show; they allow employees to bond and cultivate a true sense of belonging and community. Belonging is a critical element of a diverse workplace and should be promoted. Most companies do the bare minimum in offering outside-of-work activities. The consequence is that it can lead many minorities to feel isolated or disconnected from their coworkers–and this certainly does not attract or retain diverse talent.

5. Build an employer brand that attracts — not repels — diversity

Your business could have some of the best benefits packages and offerings available, but if you’re not actively discussing them, writing about them on your website and on social media, and sharing them in company emails, your employee brand isn’t going to benefit.

Don’t neglect to speak about issues potential employees care about, like maternity and paternity benefits, flexible hours, and remote working, as well as diverse representation at all levels of the organization.

These components of an employee brand can make or break your business’s competitiveness in the hiring market. Be the brand that stands out and attracts the best of the best by honing your employer brand and letting diverse employees come to you.

Nika White

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October 20, 2023
Your Employee Wants A Raise. Here Are 7 Ways You Can Afford It.

Opinions expressed by Entrepreneur contributors are their own.

Your employee is asking for a raise. And you can’t blame them. Inflation is running between 7-8%, and people need to, at the very least, keep up with the cost of living. This is now the norm in 2023. It’s happening everywhere. Payroll company ADP recently reported that employees received 7.3% more pay over the past months — with employees changing jobs seeing more than double that amount. And many experts say that trend will continue through this year.

But giving raises is certainly easier said than done. Big companies may be able to absorb the additional costs. But if you’re running a small or even mid-sized business doing so isn’t so simple. The good news is that there are options. So before handing out that raise and shouldering that extra expense, here are seven things you can do that may lessen the impact.

Related: ‘Ask For a Raise Now’: Salaries Aren’t Keeping Up With Inflation. Here’s What to Do.

1. Tie the increase to performance

Consider a profit a sharing plan for your employees or a bonus tied to achieving agreed-upon goals. When someone asks for a compensation increase, this can be viewed as a mutual opportunity. You can be the one to happily agree to pay that increase — perhaps even more than what’s being requested — as long as you receive something in return. People don’t have to be in sales to earn a commission. You can set specific job-related goals that either increase revenues and productivity or decrease expenses so that a specific return on investment can be achieved, with added profits shared.

2. Offer more PTO and flexibility

Instead of increasing pay, consider increasing paid time off. Or provide more flexible work hours. Or maybe this is the time to implement a four-day workweek program or expanded work-from-home benefits.

Compensation does not always have to be in cash. People value their time just as much. Flexibility is important, and one of the biggest benefits of working for a small business is the ability to have that flexibility without the bureaucratic oversight experienced by employees at larger companies. Yes, paying someone not to work is still an added cost to you. But if you both agree on job deliverables, you and your employee can together make sure the work gets done on a schedule that suits you both.

Related: Employers Need Workers. Now They’re Realizing The Untapped Talent of These People.

3. Pay more for health insurance

Many business owners forget that, in most cases, health insurance payments are both non-taxable to the employee while still being deductible for the employer. If you just give a salary increase, the employee gets taxed, and you have to pay employer payroll taxes. But if instead, you offer to pay more for health insurance, you both save money on taxes, and the employee gets more in their net paycheck. It’s a win-win. Of course, talk to your tax accountant to make sure there are no other factors that would impose on this benefit.

4. Pass through the cost to customers

If you increase your employee’s pay, you may consider passing that cost increase to your customers in the form of higher prices or fees. But be careful. You don’t have to pass on the full amount of a pay increase if you can find savings elsewhere. And if you spread the cost across your entire overhead so that it’s fully absorbed, you may find it easier to spread the price increase across many customers and products and therefore cushioning the impact.

5. Offer a long-term employment contract

When an employee asks for more compensation, you can also ask for something in return: a longer-term commitment. Although most employer/employee relationships are “at-will” which means that both can end things whenever they want, by entering into a longer-term contract you can not only set goals and include future benefits that can be earned, but also agree on a fixed compensation increase over the term of that contract that will enable you to better budget your future costs.

6. Do a 401(k) match

Instead of a salary increase, you can offer to increase your 401(k) retirement plan match for that employee. Not only does that employee receive that money on a pre-tax basis (which means that you can pay a lower amount to the employee). It also means more money in your employee’s 401(k) account, which they can put away for retirement. You also don’t fail any of the required “discrimination tests,” which limits your contributions as a higher-paid employee or owner. Also, thanks to the recently passed Secure 2.0 retirement legislation, some businesses will soon receive a tax credit of up to $1,000 per employee every year for five years when they contribute to a 401(k) plan. This means you can give your employee added compensation and the government will pay for it!

7. Finally, consider an ESOP

Thanks to an aging population, there has been a significant increase in interest in employee stock ownership plans or ESOPS. So rather than dolling out increased compensation to your existing workers, you can create an ESOP where you get paid for a portion of your equity that you sell to an entity owned by your employees, and then you receive significant future tax benefits on both your payback to the bank for financing the transaction and for the income allocated to that ESOP. A great resource to figure out whether an ESOP is right for your business is here.

You’re going to have to pay your employees more this year. That’s a given. But just because your employees request (and need) a raise doesn’t mean you have to bear the entire cost burden. There are options.

Gene Marks

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January 13, 2023
19 Best Skills to Put On a Resume That Employers Will Love
The best resumes have comprehensive lists of desirable key skills to make employers look twice and choose one candidate over another.

If you want to ace your next job interview and make your job application stand out from other candidates, you need to put the best details possible on your resume to impress a prospective employer right from the get-go.

But what job skills should you write down? This article will break down 19 of the best skills for a resume that any hiring manager will love.

Soft skills employers love to see

So-called “soft skills” are usually people-focused, generalized or applicable to various industries and situations. Nevertheless, employers like to see plenty of soft skills in their candidates.

Related: How to Make a Resume That Gets You the Job

Leadership skills

Leadership skills have always been in demand, and that’s even truer today. Anyone can be a good worker, but only a few employees can successfully run and manage teams, especially when the time comes to knock out complex projects.

If you have successfully led teams in the past, note those experiences on your resume and explain what exactly you did, your responsibilities and other relevant factors.

The more leadership skills you can mark down on your resume in the skills section, the more attractive a candidate you will be, even if you aren’t expected to lead anyone soon. This is true even if a job description requests more technical skills.

Leadership skills make you a better choice for potential management positions or promotions in the future. Because many companies hire long-term candidates, not just short-term workers, listing leadership skills can make you stand out relative to your competition in a big way.

Communication skills

Communication skills are also critical. You need to be able to communicate with your fellow team members and workers to get along well at your new company. This might seem like a waste of space to put down, but don’t discount it.

Noting that you have communication skills tells your employer two things:
- You are confident about your ability to be a team player, which says a lot about your personality.
- You know that employers are looking for this skill, which means it’s something you think about.
Both can indicate that you are an excellent potential hire for an open position. Good interpersonal skills, like demonstrated emotional intelligence or active listening skills, are even more critical if you apply for an administrative or management job posting.

Sometimes, they’re better than computer skills or other specific skills, such as graphic design.

Related: 9 Best Practices to Improve Your Communication Skills and Become a More Effective Leader

Writing skills

Writing skills are an essential subcategory of communication skills, which are in demand for many new jobs.

Specific jobs in marketing and communications value writing skills highly, and (an added plus) you can explicitly demonstrate your capabilities in your resume writing. Using polished, engaging and succinct language in your resume will support your inclusion of writing in your list of skills.

Problem-solving experience

General problem-solving skills can also be good to put down on any resume. In most jobs, you’ll need to solve complex problems at one point or another, either because you run into an unexpected situation or because employer policies and procedures don’t cover all possibilities.

Good problem-solving, therefore, is seen as a must-have skill for many organizations and industries. Be sure to put this on your resume no matter the job or industry you apply.

It shows that you can think critically (and critical thinking skills are just as essential) and that you’re not afraid to face a challenge. It’s also an indicator of adaptability: another relevant skill ideal for any job search.

Try not to put down problem-solving and critical thinking skills simultaneously. There’s a lot of overlap between these two types of skill sets, so just put one or the other.

Organizational skills

Organizational skills reflect your ability to handle lots of resources and moving pieces. It’s an important skill to put on your resume when applying for a leadership or management position, but it’s good to put it down regardless just because it shows you are a hard worker and won’t be overwhelmed by many things on your plate.

Time management skills

Time management skills are wise to put on your resume, whether you are applying for an entry-level or management position.

Good time management is a much rarer skill than you may think, particularly in this day and age where there are ample digital distractions in people’s pockets at all times.

By them noting that you have good time management skills, your employer will feel more confident about letting you work on your own and unsupervised. This is important since it means they can focus on other aspects of running a business instead of worrying about your productivity.

Teamwork skills

Solid teamwork skills are must-haves for most positions and workers these days. Being able to work with others is crucial if you are to become a part of any new team, so be sure to note that you have strong teamwork skills regardless of your prior work experiences.

If you need to be specific, write down some anecdotes about how you were an excellent team member on your cover letter. You should tie that experience into a moment when you overcame a challenge or solved a problem.

Add people skills to your resume skills section, and you’ll be a more successful job seeker overall.

Related: How to Acquire Soft Skills and Measure Them Successfully

Customer service skills

Good customer service skills are necessary for any industry — especially if you apply to a service industry or entry-level position. Basically, if your job requires you to interact with the general public frequently, you must have good customer service skills.

Mention any specific skills or tools you may have used to this effect.

For instance, if you previously worked at a call center, note that your customer service skills came from learning to speak to dozens or hundreds of people over the phone and provide meaningful assistance, no matter their problems.

Marketing skills

It is also wise to put down any marketing skills on your resume. Good marketing skills are highly desirable for specific marketing positions and general employees.

Marketing skills can involve using particular tools or tactics or just understanding how to phrase things to make products seem more appealing to customers.

This is closely related to sales experience; put down either sales experience or marketing experience if you are applying to a sales or commission-based job.

Related: 5 Skills Every Marketer Should Have on Their Resume When Applying to Startups

Hard skills employers seek

Hard skills are technical, specific and usually related to a specific skill or talent instead of being generalized. Here are some of the most in-demand hard skills to consider putting on your resume.

Related: Technical Skills Interviewers are Looking for in Job Candidates

Project management skills

Project management skills are incredibly in demand and closely tied to leadership skills. Many organizations have complex projects they need to be headed by talented individuals.

If you can accurately claim that you have successfully led other projects through your management style, you’ll be well-positioned to take open job positions from other candidates.

Project management skills can be particular and reflect proficiency in specific programs and processes. For instance, scrum project management may make you a perfect choice for an IT company.

Data analysis skills

Data analysis skills are also highly in demand these days and for good reason. Many companies must analyze the data they collect from their customers and clients.

You’ll be a desirable candidate for many industries and companies if you can do this, both generally and with specific programs and equations.

Be sure to reference specific data analysis experience and techniques you are familiar with when listing this on your resume. The more specific you can get, the better; most hirers and recruiters will know what exactly to look for if they are trying to fill a data management or data analyst spot.

Enterprise resource planning skills

Enterprise resource planning skills, or ESP skills, are good to put on any resume, especially if you’re applying for a closely related position. ERP is crucial for large-scale organizations to not waste valuable equipment, time, people or other resources.

As with many other hard skills, be specific regarding your prior work experience and whether you know certain tactics, tools or techniques.

Computer proficiency

Generalized computer proficiency is now expected in a majority of positions. After all, everyone should know how to use computers to a basic degree.

However, you can take this a step further and break down other types of computer proficiencies, such as
- Programming proficiency
- Computer repair or hardware maintenance proficiency
This skill can be beneficial both in non-computer-related industries and in the computer industry itself.

Related: Coding in the Classroom: Learning the Future Language of Business

However, keep in mind that mere computer proficiency will only be desirable to employers in the IT industry if you can get more specific about what exactly you do and the value you can provide to a company.

Program proficiency

Program proficiency is any proficiency you can list with a specific program. Don’t be humble or think too little of yourself; even proficiency with Microsoft Office 365 is valuable, particularly when many people don’t know how to use those collected programs to their maximum effectiveness.

If you are applying to a job that requires the use of specific programs, such as AWS, mention that. Be clear about your proficiency and mention times when you have used the tool or program effectively for business goals.

Programming language proficiency

Also nice to put on your resume are programming language proficiencies in languages like C++, CSS, Python and HTML.

The more language proficiencies you can list, the better positioned you’ll be to take a job in the IT or programming and web development industries. It may be wise to research what programming languages are most in demand for a specific position before listing them on your resume.

SEO proficiency

SEO or search engine optimization proficiency is highly valued in many professions, especially social media and marketing managers.

Note that this proficiency doesn’t just mean you understand what SEO is or how it works. It also means you know how to use related SEM tools, like SEMrush, to research keywords and understand how to leverage them for maximum content effectiveness.

Related: 7 Reasons Why SEO Matters for Every Startup

CRM proficiency

Customer relationship management (CRM) software proficiency means you’re proficient in using popular CRM software platforms like Salesforce. This skill is most desirable and essential for marketing and customer relationship positions or fields.

Budgeting experience

If you have experience using budgeting software or running budget teams — mention it, and, as always, be specific about the kinds of tools or software platforms you previously used to get the job done.

Bookkeeping skills

Like the above, if you have bookkeeping skills using programs like FreshBooks, QuickBooks and similar platforms, mention that on your resume.

Note any educational accounting experience or licenses you may have acquired, like certificates or degrees. You can list these experiences and certifications in a dedicated section, usually toward the bottom of your resume. This is most important if you apply for a financial or accounting-related position.

Related: Why Skills Shouldn’t Be Just a P.S. on a Resume

Web development skills

Specific web development skills, such as using web development tools to outline pages, make frames and place widgets, are vital for many jobs in the IT sector.

However, it’s desirable in any field because most companies have online sites. They may want to know whether you can help them improve those websites and experiences for their customers.

Summary

Now you have 19 top skills to put on your resume, provided you have the real-life aptitude to back them up. Remember to tweak the description of each skill based on the job or industry you’re applying for to make them seem as relevant as possible.

Check out Entrepreneur’s other articles to present yourself as effectively as possible the next time you sit for an interview
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December 27, 2022
A Pervasive Myth Employers Believe That Is Hurting Their Remote Workforce

Opinions expressed by Entrepreneur contributors are their own.

“I would bet 10% or more of our remote staff, especially programmers, have another full-time job! We need to stop this before it escalates and get everyone back to the office,” my client exclaimed.

He’s the chair of the board of a late-stage SaaS startup, and this concern was rife as I met with the rest of the board to figure out the company’s plan for permanent post-pandemic work arrangements. Having helped 19 organizations determine their hybrid and remote work plans, I heard such sentiments all too often.

So I asked him where he got his information. He told me he sits on other company boards: That’s what he heard from other board members, and he guesses the same thing goes on here.

But where does this distrust towards remote workers stem from?

Salacious headlines fueling leadership mistrust of remote work

“These People Who Work From Home Have a Secret: They Have Two Jobs,” screams a headline from The Wall Street Journal. The Double Lives of White-Collar Workers With Two Jobs,” writes The Guardian. And according to Bloomberg, “Many Remote Workers Secretly Juggle Two Full-Time Jobs — or More.”

These articles, and many similar ones, mostly have a similar structure. The journalist interviews an anonymous remote employee, usually in tech-related fields, about how they managed to secure a second job working remotely. The employee speaks of the additional money they’re able to secure, which is worth the burdens of working many more hours. There are often exciting and dramatic escapades of how they just managed to avoid getting caught. At times, there are cautionary tales of workers who were found out — and fired.

These types of articles play on our narrative fallacy, a dangerous mental blindspot that causes us to understand the world through stories rather than facts. Sure, stories can be useful illustrations of broader data points. But the danger stems from stories that speak to our feelings and intuitions without regard for the actual evidence.

It’s no surprise that the more traditionalist executives and board members who read these narratives integrate these stories into their vision of reality. After all, one of our most fundamental cognitive biases is the confirmation bias, our mind’s predisposition to look for information that confirms our beliefs, regardless of whether the information matches the facts. They latch on to such stories and then repeat them in C-suite and board meetings — as did the chair of the board of the SaaS startup I mentioned earlier.

The facts about working multiple jobs

To be clear, I have no personal stake in any specific outcome. As a behavioral economist who helps executives avoid cognitive bias, my priority is getting the right information to serve my clients. That’s why my first source of information for external benchmarks on employment and similar economic data is FRED: Federal Reserve Economic Data.

FRED gathers a variety of economic data, mainly from U.S. government agencies as well as other high-quality sources, to provide long-term trends in the U.S. economy. FRED has no interest or stake in promoting in-office, hybrid or remote work. Let’s consider the data on multiple jobholders as a percentage of all employed members of the U.S. workforce from 2000 onward.

According to the latest numbers, we’re at a historically low point of employees holding multiple jobs. The high point was around the turn of the century when 5.8% of all workers held multiple jobs. Currently, about 4.8% do so. Just before the pandemic, 5.2% had more than one job. That data encompasses both full-time and part-time jobs.

Perhaps the story is different for those holding down full-time jobs? According to FRED, not really. In July 2022, 438,000 workers had two full-time jobs — that’s .27% of the total working population in the U.S. of 163,500,000 this year. Now compare that number to 418,000 in July 2000, in other words, .3% of the total workforce of 138,800,000 that year. So while we’re not at a particularly historically low point of workers holding down two full-time jobs, we’re just about average — and the 10% theorized by the chair of the board is much more than an order of magnitude too high.

But what about all the anecdotes?

What about all these anecdotes reflected in the headlines? Well, the reality is that it’s true that many more remote workers are holding down two full-time jobs than in the past. However, it’s not because the proportion increased: It’s still under .3 percent. No, it’s because many more people are working remotely.

Thus, before the pandemic, Stanford University research shows that 5% of all workdays were worked remotely. Over two years into the pandemic, the comparable number is over 40% of all workdays. That’s over 8 times more. Thus, of the tiny fraction of all employees who hold down two full-time jobs, a much larger proportion will be remote. So we’ll certainly hear more stories about it.

But the fact that more such incidents will occur will not change the fact that it’s under .3 percent of all workers. All those breathless headlines about two-timing remote workers — and the traditionalist executives who buy into them — ignore the underlying probabilistic base rate, meaning the actual likelihood of this scenario. That’s a cognitive bias known as the base rate neglect, where we focus on individual anecdotes and fail to assess the statistical likelihood of events.

Indeed, what executives often miss is that many of the employees who held down two full-time jobs before the pandemic did so from the office. Do you think people work a full eight-hour day when they come in? Far from it! Research finds that on average, employees work from 36% to 39% of the time they’re in the office. The rest is spent on things like making non-work calls, reading social media and news websites and even looking for — or working — other jobs.

Trust your staff

If you can’t trust a worker to work well remotely, you can’t trust them to work well in the office. And recent research by Citrix on knowledge workers — in other words, employees whose job can be done full-time remotely — shows that knowledge workers forced to come to the office full-time show the least amount of trust to their employers, compared to hybrid or full-time remote workers. No wonder: Their bosses are showing deep-rooted mistrust of their employees by forcing them to come to the office full-time when their job can be done mostly or even fully remotely.

If that mutual trust between employer and employee is absent, the employee will disengage. A Gallup survey on hybrid and remote work reveals that when employees are required to work on-site, but they both can and would prefer to do their job in a remote or mostly-remote manner, the result is significantly lower engagement and well-being, and significantly higher levels of burnout and intent to leave.

Internal surveys from my clients align with these external surveys. For example, the University of Southern California’s Information Sciences Institute (ISI), a research institution with over 400 staff, originally decided in the summer of 2021 on a policy of three days in the office. Once the ISI leadership learned about my work and hired me as a consultant, they shifted in the fall of 2021 to a trust-based, flexible, team-led model, with individual team leaders deciding together with their team members what worked best for each team.

A survey we conducted in August 2022 showed that, compared to the three days in the office policy, 73% of the employees at ISI believed that the team-led model is “much better,” and 15% felt it’s “better.” These responses show a much higher degree of employee satisfaction and engagement through flexibility and trust. The same goes for retention and recruitment, on a survey question that research shows reveals this issue, namely whether survey respondents would recommend working at ISI to their peers. 56% said the team-led model makes it “much more likely” that they would make this recommendation, and 18% said it would make them “more likely.”

In the end, the chair of the board of the late-stage SaaS start-up agreed that the best practice for the future of work is a collaborative, trust-based approach. Show trust to your employees, and they will trust you in turn. Accommodate their working styles and preferences, and they will repay you with higher engagement, productivity and loyalty. And lastly, make decisions using data — not stories.

Gleb Tsipursky

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October 24, 2022
San Diego Regional Center Partners With TOOTRiS to Offer Comprehensive Child Care Solutions to Employees

New Alliance Will Enable Nonprofit to Better Support Key Staff Across Eight Locations

Press Release
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updated: Jun 15, 2021

SAN DIEGO, June 15, 2021 (Newswire.com)
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The San Diego Regional Center (SDRC), a leader in the community for persons with developmental disabilities, has partnered with TOOTRiS to provide real-time Child Care services to its employees. With this partnership, SDRC’s staff of more than 600 will have access to thousands of local Child Care providers through the TOOTRiS’ platform, removing barriers that prevent working parents from remaining in the workforce and advancing their family-friendly work environment.

As a first-of-its-kind SaaS platform, TOOTRiS connects parents, Child Care providers, employers, and subsidy programs all in real time. One of TOOTRiS’ goals is to create sustainable, systematic change for greater equality. Child Care challenges cause one in four women to leave the workforce and costs employers millions of dollars each year in turnover, lost productivity, and absenteeism. Over the last year, nearly 3 million women dropped out of the workforce across America, many due to the lack of Child Care. With a staff of more than 65% women, SDRC recognizes that Child Care support is key for long-term success, and its partnership with TOOTRiS is a win-win solution for the organization and the community.

“Through this partnership with TOOTRiS, our employees now have access to the only real-time Child Care benefits solutions available, ensuring our employees have access to quality Child Care so they can thrive at our organization,” said Carlos Flores, San Diego Regional Center Executive Director. “By providing an affordable Child Care service and increasing Child Care availability and visibility for families, TOOTRiS creates a level playing field so that all working parents, regardless of economic status, location, or schedule, have a chance to pursue professional growth.”

“When employees are provided access to Child Care benefits, they are not forced to choose between a paycheck and their child,” said Alessandra Lezama, CEO of TOOTRiS. “Families in San Diego with two working parents spend up to 40% of their income on Child Care. That is excessively high. The San Diego Regional Center has always been a forward-thinking nonprofit, dedicated to providing the best services for our community. By offering Child Care as part of its existing employee wellness program, the organization will significantly improve productivity, career advancements, and employee retention, allowing SDRC to continue its amazing work.”

About the San Diego Regional Center
The San Diego Regional Center is a service of San Diego-Imperial Counties Developmental Services, Inc. and a private nonprofit 501(c)(3) organization that contracts with the State of California to provide the services outlined in the Lanterman Developmental Disabilities Services Act. The San Diego Regional Center is a focal point in Imperial and San Diego counties for 33,000 persons with developmental disabilities such as intellectual disability, cerebral palsy, epilepsy, autism, and other disabling conditions, encouraging them to live productive, satisfying, and meaningful lives as valued members of our community.

About TOOTRiS
TOOTRiS is reinventing Child Care, making it convenient, affordable and on-demand. As the world shifts to digitalized services, TOOTRiS helps parents and providers connect and transact in real time, empowering working parents – especially women – to secure quality Child Care, while allowing providers to unlock their potential and fully monetize their program. TOOTRiS is creating a new digital economy that promotes entrepreneurial opportunities for individuals with passion and talent to become Child Care providers, improving their quality of life while increasing the much-needed supply of Child Care across the state. TOOTRiS’ unique technology enables employers to provide fully managed Child Care Benefits, giving their workforce the flexibility and family support paramount to regaining employee productivity and increasing their ROI.

Press/Media
press@tootris.com
(858) 529-1123

Source: TOOTRiS

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June 15, 2021
Vista Community Clinic Adds TOOTRiS’ Real-Time Child Care Platform to Support Employees

First-Ever On-Demand Online Service Provides Critical Assistance to Parents, Employers & Child Care Providers

Press Release
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updated: May 13, 2021

SAN DIEGO, May 13, 2021 (Newswire.com)
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Vista Community Clinic, a federally recognized and award-winning health care institution in Southern California, has partnered with TOOTRiS to integrate real-time Child Care services for the Clinic’s employees. TOOTRiS’ on-demand platform provides Vista Community Clinic’s employees access to thousands of Child Care providers and afterschool programs in their area, reducing challenges that arise from staff not having affordable and available options for their children.

TOOTRiS is a first-of-its-kind SaaS platform that allows parents to view real-time inventory of available Child Care and afterschool program slots – all accessible online via a desktop or mobile device. For employers, TOOTRiS acts as an extension of employee wellness programs, making it easy for working parents to find Child Care, which is proven to reduce absenteeism and turnover costs while increasing diversity and inclusion.

Last year, about 52% of working parents had work interruptions due to lack of Child Care support/availability, according to a Move.org survey. TOOTRiS’ turnkey Child Care services empower Vista Community Clinic’s working parents – especially women – by delivering real-time access to thousands of diverse programs, enabling them to find, communicate with, enroll in and pay for programs, all while completely contactless. This allows parents at Vista Community Clinic to stay focused and remain in the workforce, while supporting their children’s development.

Vista Community Clinic’s Community Health Centers – which treat more than 69,000 patients every year – are all located in Southern California, one of the most difficult regions to find Child Care.

“Diversifying our employee wellness program by providing new family-focused offerings like Child Care assistance aligns well with our organization’s culture and values,” said Fernando Sañudo, CEO of Vista Community Clinic. “Locating Child Care has been a stressful, time-consuming burden for many of our working parents. We are excited to partner with TOOTRiS to provide our employees with relief, while helping us better fulfill our mission of providing access to premier health services and education for those in our community who need it most.”

As part of the partnership, Vista Community Clinic’s workforce now has a dedicated portal, access to TOOTRiS’ large network of Child Care providers, from infant care to school-aged and afterschool programs, and receives 24/7 personalized support from TOOTRiS’ Early Childhood Education team.

“Vista Community Clinic’s new Child Care assistance program highlights its deep commitment to its workforce and supporting true work/life balance,” said TOOTRiS CEO Alessandra Lezama. “By expanding their benefits programs to include Child Care solutions, Vista Community Clinic continues to lead as an innovator in employee development and wellness, and we are happy to add their organization to the growing list of employers who now offer TOOTRiS’ to their staff.”

TOOTRiS acts as a trusted partner and benefit administrator to help employers such as Vista Community Clinic improve employee wellness. In February 2021, TOOTRiS was recognized by the San Diego Regional Chamber of Commerce for its efforts supporting employers with Child Care solutions, receiving the coveted Moving San Diego Forward award.

“With our turnkey Child Care platform, we empower more parents to return and remain in the workforce with complete peace of mind,” Lezama said. “Organizations that offer Child Care as a Benefit create a positive environment where employees feel more supported, valued and encouraged to continue advancing their careers.”

About TOOTRiS
TOOTRiS is reinventing Child Care, making it convenient, affordable and on-demand. As the world shifts to digitalized services, TOOTRiS helps parents and providers connect and transact in real-time, empowering working parents – especially women – to secure quality Child Care, while allowing providers to unlock their potential and fully monetize their program. TOOTRiS is creating a new digital economy that promotes entrepreneurial opportunities for individuals with passion and talent to become Child Care providers, improving their quality of life while increasing the much-needed supply of Child Care across the state. TOOTRiS’ unique technology enables employers to provide fully managed Child Care Benefits, giving their workforce the flexibility and family support paramount to regaining employee productivity and increasing their ROI. Learn more at tootris.com.

About Vista Community Clinic
Vista Community Clinic (VCC) is a leading provider of affordable, high-quality health care to more than 69,000 residents of San Diego, Riverside County, and Orange counties. VCC provides comprehensive medical services and innovative health education programs to all community residents, regardless of income or insurance status. The National Committee for Quality Assurance (NCQA) has designated VCC as a Level 3 (highest) Patient-Centered Medical Home. The Vista Community Clinic advances community health and hope by providing access to premier health services and education for those who need it most. Learn more at vistacommunityclinic.org.

Press/Media
Kathleen Gonzales
(619)368-2701
kathleen@elevated-pr.com

Source: TOOTRiS

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May 13, 2021
Ameritech Financial: How Much Student Loan Debt is Worth It?

ROHNERT PARK, Calif., November 14, 2018 (Newswire.com)
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A college education is considered one of the necessary tools to do well in life, but it’s one of the most expensive tools there is. Most people will need some sort of financial assistance to attend. But when it takes decades to pay off student loans for the majority of borrowers, many are likely left feeling that their loans weren’t worth the price. Ameritech Financial, a document preparation service company, wonders how much student loan debt is worth it?

Now the answer to that question is mostly subjective. If it takes outside funding to attend college, a simple answer would be that whatever amount it takes to cover college is the amount that it is worth. Or an amount that is realistically possible to repay – that would be a good amount of student loans to take out. But too many factors play into the repayment period to make it easy to figure out what will actually be affordable. “It would be difficult for every single person to know the ins and outs of student loans and the repayment process. And because they don’t know every detail, borrowers can accidentally get into some trouble down the road with handling their loans,” said Tom Knickerbocker, executive vice president of Ameritech Financial.

It would be difficult for every single person to know the ins and outs of student loans and the repayment process. And because they don’t know every detail, borrowers can accidentally get into some trouble down the road with handling their loans.

Tom Knickerbocker, Executive Vice President of Ameritech Financial

More jobs are offering assistance with student loan repayment as an employee benefit, making it a bit easier to handle repayment after college. Employers like Netflix and Delta Air are some of the big-name companies to add that benefit, and even some states are offering assistance for moving there. There’s also the option for qualified borrowers of entering federal programs. Ameritech Financial helps struggling student loan borrowers apply for federal income-driven repayment programs that can potentially lower monthly payments and get them on track for student loan forgiveness after being in the program for 20-25 years. “We believe student loan repayment shouldn’t have to be a struggle. That’s why we’re so dedicated to helping our clients and remaining a student loan advocate,” said Knickerbocker.

About Ameritech Financial

Ameritech Financial is a private company located in Rohnert Park, California. Ameritech Financial has already helped thousands of consumers with financial analysis and student loan document preparation to apply for federal student loan repayment programs offered through the Department of Education.

Each Ameritech Financial telephone representative has received the Certified Student Loan Professional certification through the International Association of Professional Debt Arbitrators (IAPDA).

Ameritech Financial prides itself on its exceptional customer service.

Ameritech Financial Newsroom

Contact

To learn more about Ameritech Financial, please contact:

Ameritech Financial
5789 State Farm Drive #265
Rohnert Park, CA 94928
1-800-792-8621
media@ameritechfinancial.com

Source: Ameritech Financial

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November 14, 2018