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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 attuned 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.

discourage bad people from itself concept

3 Best Practices to Avoid Making a Bad Hire

Some studies predict that every time a business replaces a salaried employee, it costs six to nine months’ salary on average, while others predict the cost is even more, especially when it’s a bad hire. According to the Society for Human Resource Management (SHRM), “The cost of a bad hire to an organization is five times the bad hire’s annual salary.” For an employee making $40,000 annually, that’s $200,000 in recruiting and training expenses down the proverbial drain.

It should come as no surprise that screening candidates before hire is a crucial task; if done wrong, it can be catastrophic. But if done right, an organization has the potential to add millions to its bottom line.

With increasing applicant volume, online recruiting quickly can overwhelm recruiters and HR staff, yet the stakes to select the most-promising candidates are extremely high. It is no secret that hiring smart leads to success, growth and sustainability for organizations, so screening candidates before hire is a must. Screening offers a cost-effective way to recruit qualified individuals. A need exists for tailored screening solutions and the following are best practices to fit perfectly within your recruiting strategy.

Narrow the Playing Field

According to Unbridled Talent, 30 percent of all Google searches, about 300 million per month, are employment-related. With the talent pool ever-growing, recruiters have to find creative solutions for identifying top talent. With knockout questions, candidates are filtered through the system based on criteria used to merit further consideration. Recruiters create questions that eliminate candidates who aren’t qualified for the position. The mandatory requirements are set before the requisition period begins, so no additional action by the recruiter is necessary.

Uncover the Facts

Background checks are growing in popularity as employers wade into the area of employment screening – especially when you consider the rise in fraudulent behavior. A recent SHRM study uncovered the reality: 53 percent of the resumes and job applications they reviewed contained falsifications, including misleading statements, altered employment dates and inflated salary claims. Background checks help employers to nail job candidates who lie on their resumes or on social media.

The use of social-media platforms for candidates isn’t always favorable, with one in 10 job seekers losing an opportunity because of a social-media profile. You’ve heard or seen the stories of employees getting fired for controversial posts, yet many people don’t realize that what you say and do on social media can keep you from getting hired at all. For recruiters, social media has become a great utility for screening candidates; in fact, a recent CareerBuilder survey reported that 37 percent of hiring managers use social media to look into job candidates. It’s clear this new tactic is here to stay, so as long as people make information “public,” everything is fair game.

Use Employee Referrals

Employee referrals remain a powerful recruiting tool. Well-designed programs identify top performers, but also require employees to assess candidates for skills and fit. If your organization isn’t getting at least 50 percent of hires from employee referrals, consider making some adjustments. The benefits that come from a referral program are hard to ignore.

We’ve already discussed how finding quality talent is no easy task, but referral candidates can be five times more likely to get hired and, in addition, have significantly higher retention rates. Higher-quality candidates mean great things for production costs, as they get up to speed faster and perform with efficiency.

If after reading this, you are considering redesigning your recruiting efforts, focus your limited time and resources on these best practices. You have one chance to get it right. Fortunately, all the data indicates the above as the best approaches to take.



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.

Flag and soldiers.

The Battle Back Home: 5 Tips for Hiring Military Veterans

Each year, an estimated 240,000 to 360,000 soldiers rejoin civilian life. For many, trying to find a job upon their return becomes another battle they face. To address this issue, Joining Forces, a nationwide effort to support service members, veterans and their families, was launched by the White House. Initiatives such as these have sparked coast-to-coast interest in veteran-specific recruiting efforts.

Aside from pushing diversity and meeting legal requirements, ushering veteran status into an organization is a smart decision. According to The Business Case for Hiring Veterans, published by the Corporate Executive Board Company, these skilled individuals are 4 percent more productive and 3 percent less likely to turn over than the typical civilian worker. This is, in part, due to the skills developed through rigorous military training and combat that includes:

  • high levels of trust,
  • transferable skills,
  • advanced technical training,
  • resilience,
  • team players,
  • organizational commitment,
  • experience in diverse settings and
  • innate leadership skills.

What Can Your Organization Do?

A high unemployment rate for veterans has many organizations looking for ways to support hiring initiatives for former members of the armed forces.

Aside from being national assets, these individuals have an impressive list of attributes that any employer would find valuable. Here are five tips your organization can implement when hiring veterans.

  1. Veteran Hiring Targets

In response to the Joining Forces movement, organizations have committed a certain percentage of their hiring efforts toward both veterans and their spouses. As a result, these businesses have vowed to hire or train an additional 435,000 people during the next five years. Set a target goal for your organization.

  1. Business Training

Some companies offer internal educational programs to returning soldiers. This gives veterans the opportunity to receive training for the career they seek. It is a chance for them to build their personal brand, learn networking strategies and gain access to valuable business skills.

  1. Military-Friendly Websites

A communication gap exists between veterans and corporate recruiters. Resumes aren’t used in the military and some of its technical jargon isn’t easily understood by civilians. In an attempt to bridge this gap, organizations have developed sites that convert military codes into relatable layman terms. Such websites then can translate their background into an attractive set of skills, as well as suggest relevant job openings for recruiters.

  1. Job Fairs

A common recruiting tool, they come highly recommended for organizations looking to hire vets. Military job fairs are an effective way to connect local businesses with veterans looking for a new opportunity.

  1. Internships

Many organizations have internship programs already in place for undergraduates, but a few now are extending practices to include veterans. While an internship may not necessarily lead to a job offer, it provides veterans with valuable experience and a glance into the civilian workforce.

Since the inception of the Joining Forces initiative two years ago, some 290,000 veterans and military spouses have been hired. As troops continue to return home from oversees, the number of veterans added to the workforce is predicted to increase drastically. These are just a few ways organizations are making strides to welcome veterans back home and back to work.

What is your organization doing to give back to those who serve the country you call home?



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.

Intent

Innovation: Living Deliberately with Intention

All great innovations begin with someone intending to be different, better and successful. If you don’t have intent, you can’t innovate.

Imagine starting construction on your dream home without a blueprint; scary, right? There are so many details to be discussed and planned before you can break ground. Without a plan, you set yourself up for failure. So, we take the time and are diligent and methodical as we decide what wall goes where and which crown molding to use in the dining room. This is intention.

But if we spend this much time and effort on building a home, how much time are we spending on our life’s blueprint? How detailed is it? What happens if we don’t have one? Everything we do is for a reason, guided by our thoughts, desires and beliefs – our intentions. In order to live deliberately with intention, everything you do must be on purpose, for a purpose and with a purpose.

On Purpose

Be deliberate and intentional in all areas of your life. Don’t let life “just happen” to you; think through your thoughts, examine your decisions and own your actions by owning your intentions. How does this relate to work?

  • Smile on purpose
  • Dress professional on purpose
  • Help a team member on purpose
  • Respond to clients on purpose
  • Be prepared on purpose

Ask yourself questions like, “what purpose does this serve?” If the answer is “none,” stop doing it.

For a Purpose

The use of mobile devices can be distracting. Have you ever caught yourself at dinner with your significant other and you’re both on your phones? Why do we do this? What problem does this solve? How important will this be in 10 years, 10 days, or 10 minutes? Don’t waste time on negativity and useless tasks. Instead, protect your mind, your schedule and your priorities.

With a Purpose

Once you’ve decided, then be present. Be an active participant in your own life. When you show up, really show up. Make your presence known and be confident, be passionate and be relentless.


spezold

by Stacey Pezold


Author Bio: Mrs. Pezold has served as Paycom’s Chief Operating Officer since March 2015 and previously served as Paycom’s Executive Vice President of Operations after joining Paycom in 2005. In the last eight years, Mrs. Pezold has served as Paycom’s Executive Vice President, Director of Corporate Training and Regional Manager. Mrs. Pezold has over 11 years of leadership and training experience. Mrs. Pezold earned her Bachelor’s degree from Oklahoma State University.

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