Kashi Moore-Stallworth: We have modified our recruiting strategy to include our new Napa administrative campus. This additional state-of-the-art location is also our third branch in the Napa region. Offering administrative and branch support allows us to better serve our members, while tapping into the incredible talent pool in the Napa corridor.
Jennifer Vidkjer: As the economy is constantly evolving, hiring needs and job-seeking trends will shift among employers and job seekers alike. As such, our recruiting strategies remain fluid to quickly align with and meet the latest demands. Companies should leverage social media, online reviews, and other platforms to showcase their culture, values, and benefits, and stay flexible as new technologies and platforms emerge and gain traction. Additionally, offering flexible work arrangements, such as remote work options and flexible schedules, can be an attractive perk.
Erin Viloria: We are getting creative in our recruitment strategies, especially in regard to social media and other online methods to reach the best, qualified candidates. We are offering internal referral bonuses for our hard-to-fill positions, as well as sign-on bonuses and for some positions, retention bonuses. At Sutter Lakeside, we are attending events at colleges and high schools to invest and develop our future workforce. One especially creative endeavor is to actively recruit our contract, or travel, staff. With contract pay rates falling and people growing weary of the travel lifestyle this group is interested in landing in a quality workplace.
Karen Warren: It’s still a candidate-driven market. The best candidates have options — and hiring delays can be costly. (Here are) some strategies to help ensure you get the best candidates in the door:
·Sharpen the job description. Include the skills you need but focus on 3-4 crucial responsibilities top applicants must possess.
·Predetermine hiring parameters. Make sure all approvals for the position are in place with a flexible compensation range so an offer can be made quickly to a top candidate.
·Take advantage of new talent pools, including recent graduates and professionals impacted by layoffs, who offer a wide range of highly sought-after skills.
·Consolidate interviews. Coordinate schedules with interviewers. If you need to arrange additional rounds of interviews with a candidate, aim to do so the next day.
·Avoid the halo effect. Don’t get so caught up in one aspect of a candidate that you allow it to influence all other judgments.
Melanie Wise: We have participated in more face-to-face job fairs, which have been successful across all job categories, primarily because clients and candidates have become more willing to venture out to meet one another in person. These job fairs bring together employers who must fill critical roles with qualified candidates who are willing to participate in a serious job search.
We’re also spending more time reconnecting with candidates who already know Nelson Connects. In fact, over 30% of candidates who respond to our postings are already in our database.
Does your company provide career development opportunities for your workforce?
Fiona Da: Yes.
Tami Douglas: Yes, for everyone.
Brenda Gilchrist: Our mid-size to large clients often provides some sort of career development opportunities such as training, education, and mentoring. Very small employers (less than 15 employees) are challenged to find time and money to invest in formal training and development.
Janice Gourley: We do offer career development opportunities for our team and are offer continuous training and educational opportunities.
Christine Hunter: Our new onboarding plans with job specific training and career maps have been developed specifically for front-line employees thru mid-level management.
Jan Knight: Yes.
Kashi Moore-Stallworth: RCU provides career development opportunities for all our team members.
Bridgette Provancha: Yes, for everyone.
Jennifer Vidkjer: At Tekberry, everyone is provided career development opportunities through career pathing, mentoring, and coaching.
Tiffany Vigil: This year we piloted a cutting-edge training program for our Sonoma County clinical staff--Eye Movement Desensitization and Reprocessing Therapy (EMDR). We plan to train our Sonoma clinical leaders to become trainers in EMDR so to offer this training more broadly across our other locations in Marin and Alameda.
Additionally, we have implemented a direct-service training program this fiscal year through Title IV-e funding, including valuable training such as Motivational Interviewing, Implicit Bias, and protecting youth from commercial exploitation.
Erin Viloria: Absolutely. Sutter offers a generous annual education benefit for those seeking higher education, as well as excellent internal development through Sutter Health University and growth opportunities through its Career Framework pathway.
Karen Warren: Robert Half offers our global workforce a comprehensive range of virtual learning and career development programs to help build technical expertise, business and leadership skills. These extended learning programs include instructor-led courses, peer-to-peer mentorship programs, and self-directed coursework.
Melanie Wise: Yes, for everyone.