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Paycom Stands Out with Latest Accomplishment

Paycom continues to rake in the accolades, this time garnering its 11th-consecutive appearance on the Greater Oklahoma City Chamber’s Metro 50 list. Of the Metro 50 winners, Paycom’s 11-year reign of consecutive appearances is the most of any of the companies on the list.

“This is huge honor to be the longest-running member on this distinguished list,” Paycom founder and CEO Chad Richison said. “But even more, this award is an indicator that our unique business model has resulted in continued, steady and sustainable growth.”

The Metro 50 event is scheduled for Sept. 23 at the National Cowboy and Heritage Museum in Oklahoma City where rankings of all of the Metro 50 winners will be announced.

The accolade showcases the metropolitan’s fastest-growing private companies. Qualified companies are required to have revenues of at least $1 million for the previous year and will be ranked based on their percentage of annual growth.

Growth is the name of the game at Paycom. In the last 12 months, the online human capital management provider announced rapid growth with an addition to its headquarters and added the Inc. Hire Power Award which recognizes private companies that are leading the way in job creation. Stay tuned for more exciting news from one of the fastest-growing companies in America.

Author Bio: A writer, speaker and young business leader, Jason has been the communications pulse for a number of organizations, including Paycom. A featured writer on human capital management technology, leadership and the Affordable Care Act, Jason launched Paycom’s blog and social media channels, helping empower organizations around the nation. Jason is attune to the needs of businesses and recently helped develop a tool to aid organizations in their pursuit to comply with the ACA; one of the largest changes in healthcare the country has seen. While working in athletics for ESPN and FoxSports, Jason learned the importance of hard work and branding. In his free time he enjoys adventuring with his family, reading and exploring new areas to strengthen his business acumen.

Building business together

Strategy Is the New Black: How HR Can Become Even More Invaluable to the CEO

Human resources managers will take on a much more prominent role in the near future, acting as a business adviser and strategic partner. The days of entering new-hire data into multiple systems is long gone, as centralized human capital management technology has freed HR personnel from the daunting administrative processes, allowing them the time to be more strategic.

Being more strategic doesn’t require an invitation, just a desire – a desire to communicate in a more engaging way, improve processes and tread into new territory. Strategy may be feared by HR if the role historically has been reserved for the CEO; start by moving beyond the traditional framework of your job and find ways you can play a more vital part in your company’s overall game plan.

As business needs evolve, so will the role of the HR professional. Become the strategist your organization needs today.

3 Strategic Questions to Answer

Here are three types of questions a strategic professional should be asking – and answering:

1. How do your core business values differentiate from your competitors’?
How can you add value to your customers and employees if you don’t even know what your competitors are doing or how you do it better? This is essential – something every leader in your organization should know.

2. Are you asking “Why not?” instead of “How?”
Take a step back and try “thinking different.” Great ideas often die in the boardroom because somebody immediately asks “how.” Just because all the details haven’t been figured out just yet doesn’t automatically chalk an idea up as a failure. It’s still possible; you just need more people asking “Why not?” It is OK to challenge the status quo; heck, a certain computer company became a $700 billion juggernaut by doing so.

3. Do you invest time into understanding how business can be run more effectively?
Technology has propelled HR practices for both today and tomorrow. You can approve time-off requests, pull essential payroll reports, transition new hires from recruiting through the onboarding process and more, all through your smartphone or tablet, wherever in the world you may be. For some, this change of convenience has cut processing time by 50 percent. Now, HR has the time to generate overhead reports, check for areas where cutbacks can be made and find opportunities where business would be better served. This kind of information is invaluable; it’s how you begin to build stronger lines of communication with the CEO and CFO.

One of the biggest struggles for HR is that it tends to blend in with everyone else. You may be doing your job and doing it well, but how can you do it better and garner the attention of your C-suites? The answer: By being more strategic, and Paycom can help you get there.

Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.


3 Employee-Engagement Trends Employers Can’t Afford to Overlook

When it comes to employee engagement, 2015 looks to be a year of trial and error. Employees are engaged, but they are restless and an improved economy has empowered more of them. Businesses need to engage them earlier and more often; ask what they need to be happier at work, then double up on retention efforts.

First, employers should ask themselves two questions: “Are my employees engaged? If so, is that enough to make them stay?”

Modern Survey’s engagement study identified three key trends among today’s workforce that are worth noting as the newness of this new year wears off:

  1. Engagement is high.

Good news! The number of “fully engaged” employees (16 percent) is higher than ever. Furthermore, the number of disengaged employees (22 percent) is at its lowest point since Modern Survey began conducting this study in 2007.

The percentage of “fully engaged” employees has climbed since fall 2011. Today, there are twice as many employees in this category, partly due to the decline in unemployment.

It may come as a surprise that Generation Y employees are the most “fully engaged” (19 percent) demographic, despite popular misconceptions. Engagement efforts in 2015 should focus more on Generation X (14 percent) and baby boomers (15 percent).

  1. Millennials are engaged, but distracted.

Generation Y may be more engaged than their counterparts; however, more than half of all employees considering leaving their current employer are millennials.

The most important identifier for millennials is that many of them have aged during a time of great economic uncertainty. Business opportunities were scarce and many had to make calculated educational and career decisions based on an unstable market.

Today, with the economy still on an upswing of recovery, millennials face more opportunity than before, and many are acting on it. For businesses, this could be detrimental; in order to retain top talent, they must make changes now in order to convince millennials they won’t find something better.   

  1. Even more employees are looking to change jobs.

Stronger markets breed confidence among workers. In fact, the percentage of employees currently hunting for a job has risen 5 percent in the last 18 months, sitting near 28 percent today. Those “fully engaged” employees – the ones you can count on to stay where they are – have risen to an alarming 24 percent in the last year.

Forget what you used to know; companies need to find unconventional ways to keep employees onboard. Here are four unconventional tips for retention:

  • Offer classes on various topics that might interest them.
  • Create cross-department brainstorming sessions.
  • Become more technologically aware.
  • Initiate team-building exercises.

What does your 2015 engagement strategy look like?

Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.

Businesswoman standing

2 Reasons Companies Resist Internships … and 2 Reasons Why They Shouldn’t

As spring inches closer and closer, HR teams can expect another round of resumes submitted for internships. Along with the flood comes the debate of whether you should be hiring interns at all.

As a former intern myself, I believe many organizations need to take a closer look at how seamless an internship program could be to the fabric of day-to-day operations.

Two Reasons for Resistance …

1. Legal Ramifications: First and foremost, an incorrectly handled internship program is a legal liability that you cannot afford. Recent years have seen examples of this as disgruntled, unpaid interns of publishing and entertainment companies filing suit, claiming they not only were taken advantage of, but that the duties they were asked to perform violated the Fair Labor Standards Act (FLSA).If your organization is considering an internship program, it is crucial you review the FLSA, which establishes rules for minimum wage, overtime pay, recordkeeping and more for employees in the private or public sector. This does not mean all internships should be paid, but be sure HR is willing to dedicate enough time to understand the company’s legal parameters before accepting applications for would-be interns.

2. Leadership: Another reason organizations avoid internship programs is the lack of proper personnel. An internship is the training wheels to your bicycle, and it should operate as such. An effective program will balance structured projects with critical evaluation from a supervisor.

In case you were wondering, the junior associate one cubicle over doesn’t count. To be successful, a mentorship program needs oversight from an experienced leader. A capable manager will communicate the intern’s objectives efficiently and how the end result aligns with the company’s initiatives.

Even with the proper management, don’t expect your interns to succeed overnight. Like pedaling a bicycle, it requires time and energy for new workers to understand their role and how to accomplish its goals. Before opening the doors to an intern, be sure you have the right leader who can train and mentor one into a seasoned employee.

… and Two Reasons to Relax

A fluid transition from the classroom to the boardroom is important, and for many intern applicants, this is their first taste of corporate life. At the very least, these impressionable candidates are an excellent way to spread your company’s story.

1. Build Brand Advocates: For anyone who has undergone an internship, the memories instilled by the experience likely are still being shared with peers and family. These stories build a platform for your business to shine. A positive mentorship program has the power to create loyal advocates who essentially advertise your company for free, through word of mouth. To dedicate time and effort in helping interns reach their potential is to invest in your company’s future.

Having this attitude also helps you avoid assigning them only menial tasks. Instead of reducing them to paper pushers and morning mocha runners, empower them to make a measurable impact on the company’s success. You never know: They could be future employees who elevate you above the competition.

2. Get a Fresh Perspective: Another reason to hire interns is because they don’t fully understand the way your business operates. This may sound like a negative, but an intern who challenges the status quo may help you become more efficient. Although companies may hate to admit it, over time, it is easy for daily processes to become stagnant. Interns counter this by offering another set of hands and a fresh perspective on how to get the job done.

In the end, an internship is a great learning opportunity for both parties. The intern garners honest corporate experience while the company has a chance to see whether or not the individual “fits the bill.”


by Aaron Santelmann

Author Bio: A young and enthusiastic writer and researcher, Aaron is an instrumental member of Paycom’s lead generation and reporting team. Aaron is an engaging writer who maintains a strong presence on Paycom’s blog where he focuses on politics, government and compliance, tax guidelines and other employer regulations that impact businesses across the country. Outside of work, Aaron enjoys reading, exercising and spending time with his family.


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