WORD ON THE STREET NEW ORLEANS 500 SURVEY
How are you attracting and retaining employees with the staffing shortage? MARGUERITE OESTREICHER Executive Director New Orleans Area Habitat for Humanity
NEWS FROM THE TOP Each month, we ask the top business professionals featured in the New Orleans 500 to weigh in on issues impacting the New Orleans business community. Have an idea for a survey question for the New Orleans 500? Email rich@bizneworleans.com.
JOE EAGAN
We have increased employee benefits and raised pay scales. We pay bonuses to current employees who find new employees for us. We carry referral business cards to give to anyone we meet who could be a potentially good employee.
TOM YURA COO Cornerstone Chemical Company
Like many employers, we upped our starting wage to $15 per hour two years ago, but we’ve recognized that retention involves a great deal more than wages. Creating and maintaining a culture of innovation that is not top-down, and that provides opportunities for career growth and opportunity is a high priority. One thing we are looking at is providing staff housing. Housing without roommates is out of reach for many of our employees, so I see this as a logical next step. We’re also looking at an exchange program so our construction team might travel to another affiliate and work there when high heat makes working outdoors here less feasible.
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BIZ N E W ORL E ANS
A broad approach is needed to attract and retain top manufacturing talent in a very competitive market. It’s no longer just pay and benefits. We are focusing more holistically on the ‘employee experience.’ More than ever, employees need to connect with the company they are working with and the leaders within the company. From recruiting, onboarding, flexible work arrangements, wellness programs, active community engagement, and meaningful roles, all aspects of the employee experience need to be addressed. Succession planning and hiring talented people into an organization opportunistically, not just filling a job posting to fill a vacancy, is one way to stay ahead of hiring needs rather than playing catch-up.
AU G 2 2
General Manager Service Corporation International
STEPHEN HALES Founder, Hales Pediatrics Director, Fidelity Homestead Savings Bank
The extraordinary demands of the past years have challenged every hospital and health care system. To attract and retain the best health care professionals, hospitals must build a healthy and supportive culture and understand and reward employees’ priorities and needs. It isn’t just about base compensation.
We are fortunate to have some of the best in the local region currently working with us. Creating a culture where people feel engaged, appreciated and comfortable is always something we strive to maintain. We have been honored with several awards for our workplace culture in recent years.
Iam Tucker President/CEO/Owner ILSI Engineering
Gordon Stevens, president/CEO of New Orleans Steamboat Company and Gray Line Tours
We have offered current employees a cash stipend if they recommend a candidate for employment in one of our open positions who ultimately gets hired and makes it past the probationary period. I told them I want more candidates that are just like them. I have an awesome team! I have definitely had to shell out some money, but it’s totally worth it to gain quality candidates that do good work. Good, qualified people are hard to find!
FOR MORE THOUGHTS FROM LOCAL BUSINESS LEADERS ON THIS TOPIC, VISIT BIZNEWORLEANS.COM/500 AND SCROLL DOWN TO THE LATEST NEW ORLEANS 500 SURVEY
