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The Disadvantages of Collecting Unemployment Benefits

Collecting unemployment is often necessary for some to get by financially – at least for a short period of time. With the recent pandemic, our nation has been fortunate enough to provide many workers who lost their jobs with some financial assistance. However, the benefits of unemployment compared to the benefits of full-time employment are meager. When you consider the opportunities and advantages of working versus collecting unemployment, the decision becomes quite obvious. Learn more about how the unemployment system works and why you might want to consider getting back to the grind. 

The Opportunity Cost

Collecting unemployment benefits for an extended period results in the opportunity cost of not being able to grow within an organization. While you remain on unemployment, other job seekers are taking jobs, learning new skills, growing their network, and getting promoted. You also miss out on the opportunity to establish yourself as a serious employee and gain the experience you need to be successful in your career.  

Willingness to Hire Now

Most businesses are finding it difficult to recruit possible candidates for their open positions, making them more willing to hire inexperienced applicants. Because of the lack of employment candidates available, hiring authorities are now more likely to hire and train even with minimal or no prior experience. Unfortunately, unemployment resources are temporary and your benefits will run out. Why wait until then to find employment when there are so many opportunities now? And there are no guarantees that will work will be available when you need it. 

Time and Effort

Obtaining unemployment benefits doesn’t necessarily come easily and requires a bit of leg-work to maintain. Beneficiaries of unemployment payments must actively be looking for work. To do this, they’ll prepare and submit several job applications each week, which takes a considerable amount of time to complete. Also, keep in mind that unemployment beneficiaries have to accept the first job prospect that presents itself, even if the job is not desirable. This also means that the ability to look for more lucrative work is less probable. 

Costly Tax Mistakes

With most jobs, employees don’t have to worry about taxes being withheld because their employer handles this for them. Unemployment payments are considered fully taxable income. However, federal tax laws do not require state unemployment agencies to withhold taxes from your unemployment check. It is your responsibility to ensure that your taxes are properly paid from your unemployment check. Failure to do so will likely result in a large tax bill, and without consistent pay, this could be impossible to pay. 

Let The Applied Companies Help You Find Your Job Match 

Top staffing agencies in Reno, NV put local people to work. We offer jobs from entry-level warehouse associates to experienced bookkeepers and accounting specialists. We place our candidates at the best jobs and treat them fairly, each and every time. Connect with us today for a new job opportunity!

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Unemployment Coming to an End? A Staffing Agency Can Help | Finding a Job During COVID-19

The recent pandemic has left millions out of work and the unemployment rate has skyrocketed as a result. While there were additional funds granted to help aid the surge in unemployment, those funds are starting to dwindle. With unemployment coming to an end, people everywhere are starting to get back to work, but they’re having to find new jobs due to business closures and cut-backs. Fortunately, a great Reno staffing agency, such as The Applied Companies, can help. We’ll make finding a job during COVID-19 the least of your worries. 

See how we can help you land the job you want by offering help with resume writing, interviews, skills testing, and more. 

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Resume Writing

Landing the perfect job takes a bit of preparation. Your resume presents potential employers with their first impression of you, so it’s crucial that it adequately reflects your skills and knowledge related to the position you’re applying for. Some resumes lack the information hiring executives are looking for, which means they’ll likely move on to the next candidate rather than give you a chance in an interview. Resumes should be kept short and concise to show the employer why you would be an asset to their company.

We’ll help job seekers write their resume to be tailored to the job position they’re applying for. By helping candidates highlight the assets and skills they have that are relevant to the position available, they have a greater chance of being considered for employment.

Interviewing

Interviewing is another critical step in the hiring process that needs to be mastered to get the job. This is where the employer gets a better understanding of who you are and what you can or cannot do for the company. It’s important to display your understanding of the industry and to present your most professional self to the interviewer. 

The Applied Companies can help job seekers develop the confidence they need to navigate their way through the interview process. From learning how to act professionally to developing key communication skills, you’ll learn how to impress future employers and hopefully sell yourself as the best candidate for the job. 

Skills Testing 

Industry testing is one of the most beneficial services we provide job seekers as it helps determine a candidate’s skills. This will help the staffing agent identify your specific abilities and lead you to the job best suited for you. We can also give you suggestions and provide feedback for the areas that need improvement.  

Benefits 

Working with The Applied Companies to find a job during COVID-19 has many advantages, including the benefits that are available to some employees. TAC works with companies that provide benefits such as healthcare and retirement to employees. With the current pandemic and limited job opportunities, this is major for any job seeker. 

Work With The Applied Companies – Reno Staffing Agency  

Let a staffing partner help you find your ideal job today, by making the hiring process quicker, more targeted, and more convenient. The Applied Companies is here to help! Learn how we can help you prepare for the job you’ve been waiting for. 

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August 2014 HR Brain Teaser

Brain Teaser Courtesy of EPLI Pro™

No-Fault Attendance Policy

You have a no-fault attendance policy where employees accrue points for absences. If they rack up too many points, no matter the reason, it will lead to disciplinary action up to and including termination. You treat everyone the same, so there is no problem with this policy, right?

What do you think?

A.  No problem here. You must treat employees the same to ensure there is no appearance of discrimination, so it is really the best policy to have.

B.  It is a fair policy. Employees need to be at work and you need a way to motivate them to show up. You are not concerned about why they are out.

C.  Do not adopt this policy! The policy, as written, does not take into consideration absences due to an FMLA qualifying reason, an accommodation under the American with Disabilities Act, or state disability law.

Answer:  C  
Do not adopt this policy! The policy, as written, does not take into consideration absences due to an FMLA qualifying reason, an accommodation under the American with Disabilities Act, or state disability law.

The U.S. Equal Employment Opportunity Commission (EEOC) recently settled an Americans with Disabilities Act (ADA) discrimination case for over $20 million. The EEOC charged that the company violated the ADA by refusing to make exceptions to its “no-fault” attendance policy and failed to accommodate employees with disabilities. Under the company’s attendance policy, the employee is subject to discipline, that could ultimately result in termination.

If you currently use a no-fault attendance system it is definitely time to review it for compliance. Due to the many exceptions you are required to make, we recommend you reconsider whether a no-fault policy makes sense, and if it does, make sure you are prepared to handle the exceptions. Before you terminate an employee based upon a “no-fault” attendance policy, consult with an employment attorney or an HR professional.

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