7 minute read
HUMAN RESOURCES
By Kristin Scott, president, Scott Human Resources
Savvy leaders have always known the secret to recruiting and retaining talent is All About the Relationship! This practice is especially true in today’s employment environment. The core challenge is how do we communicate that we care about and value others?
Let’s consider recruitment first. I recently heard a statistic that there are 15 million jobs open and only 10 million individuals seeking employment. This is a huge gap.
Organizations will have to get creative in locating and attracting talent to fill positions.
Where did the people go?
• Some workers have decided to take early retirement.
The experts say those individuals are not returning to the workforce. I suspect that if inflation continues to rise, early retirees may be forced to come back to the workforce based on the market. • There is a childcare shortage across America. If parents are lucky enough to find childcare, the costs can be very
high. For some families, it makes more sense to be a one-income family because after paying for childcare the financial gain is too low. • Many have left traditional jobs and started their own businesses. An article by Small Business Trends shares that there were more than five million small business applications in 2021.1 • Three percent of adults in America are working gig jobs.
Recruiting
With the volume of positions available, recruiters must be intentional with recruitment efforts. Here is a list of strategies that many companies are finding successful. • Sign-on bonuses are almost standard now. In the
Midwest, we have seen sign-on bonuses as high as $20,000 in the healthcare field for nursing positions. • Consider modifying benefits: extending student loan repayments, enhancing hybrid and remote work opportunities, negotiating time off and much more.
OUR DESIGN INSPIRATION: YOU
Discover a room that revolves around you at the Wichita Marriott Hotel. Enjoy true comfort mixed with dynamic, thoughtful design that offers the perfect blend of style and substance.
Valerie Lumry | Association Sales Manager
9100 Corporate Hills Drive Wichita, KS 67207 316-651-0333 www.marriott.com/ictwe
WICHITA MARRIOTT @WICHITAMARRIOTT
continued from page 32 • The length of the hiring process must be much quicker than in prior years without shortcutting the process. One company had an employee become frustrated with their boss on a Friday, applied for a job, had a phone interview that afternoon, an in-person interview on Saturday and an offer by Monday morning. The company lost an eightyear tenured employee because the relationship with the supervisor went awry … and they lost that employee in just three short days (over a weekend!) • Create recruiting cards with QR codes that link directly to the job application. • Organizations are re-evaluating if college degrees are necessary. • Implement a “Coach K” letter to applicants who reject your job offer wishing them the best and that you are excited for their future. Be sure it is handwritten and follow up in 90 days with a personal phone call to see how the new position is working out. • This isn’t new, but a stronger focus is on attitude. You can hire for attitude and train for skills. We are seeing companies hiring retail workers for office setting positions based on their customer service skills, attitude and getter-done behaviors. • AI recruitment is great, but we still need a human touch.
Step in and review what the software may have missed. • At the final interview, take a break at the end to identify the offer and come back to make an instant offer.
Onboarding
Welcome your new hires and ensure that the primary focus for the first 90 days (or longer) is that they will be engaged and trained. • Have a detailed training plan (for a minimum of two weeks) outlining who the new hire will work with and who will train them; have a full schedule with dates, times, who and what. Incorporate a check-off list that acknowledges training was complete. • The manager should also create a Success Plan that includes initial assignments, and goals for 30, 60 and 90 days. • Assign a mentor or buddy to each new hire – again, building that relationship. • HR should follow up with the new hire at the end of the training period for a quick check-in; then again at 30 days, 90 days and one year. Stay connected! • The new hire and their supervisor should be meeting weekly to confirm successes, challenges, are they stuck and what needs to be reviewed. Build the relationship.
This MUST be a priority!
Retention
It has been said time and time again that team members leave managers, not organizations. The relationship between the team member and supervisor is essential to long-term “It has been said time and time again that team members leave managers, not organizations. The relationship between the team member and supervisor is essential to long-term retention.”
retention. Consistent one-on-one meetings will build that relationship. Other things to consider: • Host career conversations (what does a career path look like for them, how can you help them grow, what opportunities can you provide, etc.) • So much attention can be given to the new hires, we want to consider our long-term team members too.
Organizations are taking a hard look at bonuses for long-term staff; being more flexible with needs while balancing organizational needs. • Be intentional to celebrate milestones and wins. Always say thank YOU! • Food always brings people together; host a Friday Food
Day once a month. • Organizations are reviewing potential increases and or bonuses to help with the current inflation.
The bottom line is that it truly is all about the relationship! F
Scott Human Resources service philosophy is to build long-term relationships with clients in northeast Kansas and Kansas City area by providing solid recommendations and business practices balanced with compliance, employee engagement Scott and budgetary considerations. Strategies are customized to improve bottom-line dollars and employee productivity while teaching managers how to lead and motivate staff. For more information, call 785.272.5410 or visit www.ScottHR.com.
References
1. Pickard-Whitehead, Gabrielle, Jan. 15, 2022, “A
Record Number of Businesses Started in 2021,” www.smallbiztrends.com/2022/01/record-number-newbusinesses-started-2021.html.
showcase
kay mcfarland japanese garden and venue
635 S.W. Gage in Topeka, 785.783.4264 topekazoo.org
The Kay McFarland Japanese Garden features traditional Koi ponds, bridges, lush landscapes and exquisite architectural elements. The contemporary event center provides modern amenities and seats over 200 people at round tables. The dedicated private suite opens to a secluded garden, promoting peace and relaxation. Overlooking the largest pond, an open-air pavilion offers a gorgeous outdoor location for overflow seating.
Flint hills discovery center
315 S. 3rd St. in Manhattan, 785.587.2726 flinthillsdiscovery.org
Situated in the heart of the Flint Hills, the Center offers an unforgettable venue to host your next event. From elegant weddings to casual gatherings, staff are there to make your vision a reality. Reserve an intimate space for daytime meetings, luncheons and celebrations. After hours, host the ultimate, exclusive event: a private evening in the exhibits and galleries. advertising/promotion
KSAE
Association & Meetings
five top picks in northeast kansas
webster conference center
2601 N. Ohio St. in Salina, 785.827.6565 webstercc.org
A place for everyone – camps, weddings, corporate events! Webster features lakes; nature trails; challenge course elements; Frisbee golf; a swimming pool; sand volleyball and basketball courts; archery and target ranges. Meeting space includes a 500-seat chapel, seating capacity for 450, dining facilities and 19 meeting rooms. It’s the perfect setting for family reunions, birthday parties, receptions and many more activities.
GReat overland station
701 N. Kansas Ave. in Topeka, 785.251.6945 parks.snco.us
Built in 1927 and restored to its original grandeur, this former Union Pacific railroad station offers several event spaces: the Main Waiting Room and Mezzanine (up to 200 people), and the East Gallery (up to 100 people), which together, can hold up to 300 people. A conference room, suitable for small business meetings of up to 12 people, is also available.
riverfront community Center
123 S. Esplanade St. in Leavenworth, 913.758.2948 visitleavenworthks.com
The Riverfront Community Center is a beautiful, historic Union Depot Train Station built in 1888 and lovingly restored in 1988 as a multifunctional facility. No matter what type of event you are planning, from receptions to reunions, meetings to promotion parties, we can help you arrange the perfect day! The Community Center is only a 30-minute drive from most areas of Kansas City.
