Last week we introduced the Omnia Group <Click Here to Catch Up!>, a Tampa-based behavioral assessment and employment consulting firm. This week, we’re talking a little bit more about the importance of avoiding bad hires, and how your organization can succeed at best hiring practices!

The Cost of a Bad Hire…

Despite high unemployment rates, you may still find yourself challenged with acquiring qualified talent… especially qualified talent with the right personality fit for your team!

A recent survey by Career Builder revealed that more than half of companies in the top ten world economies have been affected by a bad hire.  More disappointing news: The result of a bad hire isn’t just the headache it causes for the hiring manager; it’s a mistake that can affect the entire organization and can be quite costly. In the US, 27% of employers that took the Career Builder survey reported that the cost of a bad hire exceeded $50,000.

How does it add up that quickly? Bad hires result in fewer sales, less productivity, strained client relationships, recruitment dollars lost, training dollars lost, the cost to re-list the position and re-hire the right candidate, and more! Ouch!

Avoiding Bad Hires with HR Shield & The Omnia Group…

With HR Shield we make the employee hiring process work for you with quick access to the top 10 job interview questions, employee compensation tips, and more.

Hiring employees involves a long list of important details that, if not handled properly, can lead to poor performance and leave you at risk for major fines and potential lawsuits. Asking the right job interview questions to efficiently screen your pool of candidates and find the perfect fit is definitely a step worth taking.

Introducing new hires into your organization in a way that forms a solid foundation for a successful, and profitable, working relationship isn’t a bad idea either!   Studies show that formal onboarding systems lead to employees who are more satisfied with their job, perform better and stay longer. You can count on HR Shield’s comprehensive online library and expert team of advisors to make sure you have all the help you need throughout the entire employee hiring process. From orientation and training to new-hire forms and employee compensation tips, we’re here to help!

But, what if we told you that there was an assessment tool available to utilize throughout the hiring process that was extremely accurate (93% accurate to be precise) and has a track record of cutting turnover rates in half!? That is where the Omnia Group comes in! The Omnia Group’s Omnia Profile provides employers with a resourceful tool for cutting through resume catch phrases and instead providing you with an unobstructed view of a candidate’s workplace tendencies.

The Omnia Profile takes just 15 minutes for the candidate to complete and then gives you the insight to make a more informed hiring decision. The Omnia Report includes an easy-to-read graph and a full analysis of your candidate’s personality characteristics, indicating level of assertiveness, communication style, attention to detail, and pace. As an added bonus, there’s also an outline of strengths and weaknesses, follow-up interview questions with cues to listen for in responses, and, an interview scorecard.

Finally, to be certain you are making the best addition to your team, Omnia can even provide a cultural compatibility rating, based on your specific job offerings and management techniques. Finding someone who fits the “corporate culture” has long been viewed as a key to success for executives, although the concept has remained somewhat undefined – until now! Through compatibility testing, Omnia ensures that the employee is not only a great employee, but is one that will fit well into your organization and its culture.

Looking to hire someone THIS WEEK!? No problem! Have your candidate take the test now and the results report will be ready in just 3 hours! Best of all, is Omnia’s confidence in this great hiring tool. If your new hire does not work out within the first 6 months, they will provide you with a FREE PROFILE REPORT!

Ready? Let’s get started! HR Shield and the Omnia Group make hiring the RIGHT employee easier. Contact us for more information or click here to get started!

Hey there! Yea, you, the business owner or HR manager looking to avoid bad hires and find the very best fit for your organization….. We’ve got great news!

HR Shield has partnered with the Omnia Group of Tampa to provide our clients with value-added hiring tools.

Who is the Omnia Group?

The Omnia Group is a behavioral assessment and employment consulting firm right here in Tampa, but they serve clients worldwide. They help companies of all sizes and industries avoid bad hires, manage more effectively, and retain top talent with remarkable results.

Through a variety of online behavioral assessment tools, their company is able to reveal an individual’s personality tendencies in the workplace, BEFORE they become a part of your team. Their “Omnia Profile” product is the only hiring tool that uses a customized position description based on client input to compare applicants to the specific employer workplace, the candidate’s future supervisor, and other employees already succeeding in the job,

How Can You Best Utilize the Omnia Group?

HR Shield Members often take advantage of our Company’s hiring and firing resources including job interview questions, new-hire forms, details on exit interviews, COBRA compliance, severance packages, non-disclosures and much more, but Omnia take your hiring capabilities to the next level! Omnia’s assessment of a candidate’s potential for success is based upon your definition of appropriate behavior for the available position within your Company; nothing is standardized.

Through this new alliance, clients of HR Shield will receive a FREE PROFILE with their initial order placed at the Omnia Group.

Never used such a tool? You’ll be pleased to learn that the Omnia Profile is independently validated as 93 percent accurate, is free of age, race, gender and cultural bias, and complies with current EEOC/ADA guidelines.

We invite you to join us in the upcoming weeks as we dive further into detail about the Omnia Group. We’ll be letting you know a little bit more about how hiring as well as internal promotion mistakes can cost your organization thousands of dollars – not to mention valuable man-hours and lost business potential. We’ll also be providing you with a quick “Vendor 101” crash course, where you will learn more about how to identify the best vendors of assessment tools. There are a lot of tools out there, but not every one is right for your organization.

For more information on the FREE PROFILE, contact your HR Shield Advisor or give us a call at (877) 636-9525. You can also access more information and view sample reports by clicking here!


What Is Bereavement Leave/Bereavement Pay?

Although not required by law, many employers offer bereavement pay (also called bereavement leave or funeral leave) to full-time employees. Bereavement leave is available in addition to the employee’s accrued sick days or vacation time and usually includes 2-4 paid days off.

Should I Offer Bereavement Pay?

When a death occurs in the family, individuals often need to take time off from work to attend the funeral – But they also need time to cope in an environment free of work.

Bereavement leave permits individuals to leave the workplace and deal with personal matters without the worry of providing for their family, or having to take an unpaid leave from work. As an employer, offering bereavement pay demonstrates your organization’s compassion and employee-centric culture.

Providing employees with bereavement leave is recommended but needs to be outlined appropriately so that your business approaches these scenarios through a uniform process. You cannot offer one employee 3 days of paid leave, only to offer another employee 2 paid days several months later.

It is recommended that you create a bereavement pay policy within your employee handbook.

Creating a Policy:

First, determine the number of days off and who is eligible.


When a death occurs in an employee’s immediate family, all fulltime employees make take up to three (3) paid days off.

Then, define “immediate family” (or whichever type of family this policy is eligible for) to avoid any misunderstandings.


Immediate family includes spouses, children, grandchildren, parents, and siblings.

Last, describe what will happen if employees need more than the designated number of days included in the paid leave. This scenario is common, as many employees have out of state relatives and may need to travel.


Any additional days can be recorded as vacation time or sick days, or can be taken off without pay.

Need help? Contact your HR Shield Advisor today. Workplace policies maintain compliance and serve as important forms of internal control. If your organization decides to offer bereavement leave, it should be one uniform policy.

Looking for ways to promote a “smarter workplace?”  Perhaps you have a few employees interested in continuing their education. Whatever the specific case may be, offering employees access to an education incentive program (EIP) is a great way to assist employees in upgrading their work skills and knowledge. It also ensures your workplace stays up to date on the latest technologies and business techniques.

A workplace education incentive program (EIP) is essentially an employer-funded scholarship program that helps workers pay for the training and education they desire or need in order to advance on their career path.

Because this is “your” plan, it can be designed in any way that you choose. It is recommended to meet with your company’s tax professional and/or financial advisor though, because offering such programs could result in tax benefits for your business. You also want to be financially prepared in the event that you have more employee interest than anticipated.

Ideas for EIPs include:

  • An allowance of up to $X per year for employees interested in continuing their education
  • Incorporating an EIP into an existing employee wellness plan (EWP)
  • Incorporating an EIP into a certification or workplace training program
  • Covering select classes at a community college for those interested (example: typing classes or computer workshops)
  • Providing an EIP for specific employees that qualify (for example, they have accomplished something within the workplace or have worked with the company for 5 or more years)

Education incentive programs can also be utilized as a hiring tool/competitive advantage. Although a great benefit, there are still many companies that do not offer them, and they are a great way to position your organization as a company that gives back, is dedicated to the employee, and offers added workplace value and benefits.

For more information on EIPs or assistance in designing your very own EIP, contact your HR Advisor at HR Shield today: (877) 636-9525.

Last year around this time we provided 5 Fashion Tips for the Professional. It was a workplace apparel guideline for employers or HR professionals to share with their employees to ensure that their working environment remains professional, while still giving individuals the right to express themselves through personal fashion.

But, every now and then you may encounter an employee who just “doesn’t get it” or continues to wear outfits that are inappropriate for the workplace.  Let’s define “inappropriate.”  It really depends on your workplace or industry. In the office, “inappropriate” may be apparel that’s too revealing or distracting, or a shirt that conveys some type of contradictory message or graphic. If you’re in the hospitality industry or the owner of a restaurant, “inappropriate” may be khakis that are dirty or wrinkled.

It is for this reason that we strongly recommend having a dress code outlined within your employee handbook. It is not uncommon to skip this section when compiling your employee handbook for the first time. A lot of employers think that if their workplace does not require uniforms or special safety clothing, that a dress code does not exist or need to be included.

But, a clearly conveyed dress code outlined within your employee handbook will make situations like this a lot easier. Rather than having to “suggest” to your employee that their wardrobe is questionable or inappropriate with nothing to back up your reasoning, you can instead refer to your Company’s handbook and policies which specifically address standards of dress and hygiene.

Confronting an employee about their apparel can be an uncomfortable situation, but don’t forget that every employee represents your Company’s culture, level of professionalism, brand and more. Workplace apparel is important! And, you don’t need to handle this on your own! If you need help revising or updating your handbook, or confronting an employee, please contact your HR Shield Advisor.