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Yes! Creating and nurturing a recruitment strategy will help you to manage expectations for your hiring managers; protect your company brand and increase your ability to attract and retain the best talent.  A recruitment strategy outlines in a clear format what roles you will recruit for, when, why and how.  It is aligned with your overall company objectives and budgets.  In fact, the key components to a solid recruitment strategy are not unlike the criteria for a S.M.A.R.T. goal.   They’re Specific, Measurable, Attainable, Relevant and Time-based. 

 

First and foremost you need to do an appraisal on your employer brand.  Identify your vision, your WHY and own it.  This way you can ensure your messaging is attracting the right audience. Utilize social media to your benefit.  Job seekers are resourceful and they will be looking for insight into the kind of company you are and whether or not the organization could be a fit alongside their own morals, beliefs and ambitions.  

 

Next, determine your plans for growth.  If your company is scaling, what roles do you need to hire for now?  Moreover, which roles will have the biggest ROI from an increased headcount? When you’re unsure of how many employees you’ll need; you can hire temporary staff to help you expand quickly and with minimal risk.  But be mindful of inherent risk associated with contract labor and consider partnering with a reputable third party vendor like itec group.  Most importantly, know your culture and be transparent with potential hires; you know what they say about one bad apple. 

 

Perform an audit on your department or division based on skill sets.  Where are you lacking?  What skill could you add to your arsenal that could be a turning point for your organization?   Be sure to integrate your diversity and inclusion program into your recruitment strategy.  Always be evolving, always be looking for ways to innovate, improve and be better than you were yesterday. 

 

Incorporate a level of flexibility into your plan and be willing to adapt to changing situations as they arise.  Your recruitment plan should be tactical but fluid when necessary.  Decide in advance what aspects of your plan are to be protected and what areas are more dynamic.   Know your competition and be sure your plan will highlight the key differentiators for your organization. 

 

Overall the key to your success is having great people.  However, it is with consistent action on the strategic objectives for the current and future demands of the business that will allow you to cultivate the teams you dream of.    

 

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Employee Engagement & Covid Fatigue

 

Covid fatigue; It’s not just a clever name, the struggle is real.  For over a year now many have been working from home and often balancing homeschooling at the same time.  Now with this third wave and a fourth looming, how do we continue to keep our employees engaged, motivated and feeling valued? 

 

For some, work has been the only constant in their lives; they depend on that for their mental health.  That dependency makes it imperative for employers to do everything they can to maintain a sense of connection with their employees; and like many things in life, it’s those small details that can make all the difference.

 

Make communication a priority: Now, more than ever before communication is paramount.  Since every organization and culture is different, you should use communication channels that make sense for your teams; focusing on what is familiar and trusted. Whether it be a slack channel, instant messaging or video calling; ensure everyone has several options to have two-way communication with team members and leadership.  This includes accurate and timely employee updates; confidential means to facilitate communication for questions and concerns or to seek help and of course don’t forget ways to have simple water cooler chats. 

 

Ensure consistent touchpoints: Depending on your business, initiatives and priorities may be a steady state or perpetually changing.  Since the pandemic and not unlike most times of crisis we’ve all sharpened our sense of resiliency and our understanding that plans may need to shift, and quickly. Staying connected and offering real time clarity to your employees will help in times of uncertainty and ambiguity.  Short check-ins provide opportunity to get a pulse for how people are doing, get on the same page, manage workloads and connect.  These few minutes with your employees will help to boost morale and will encourage feelings of hope and purpose.

 

Encourage self care and promote wellness: Remember travelling?  You get on the plane and the flight attendant does the usual spiel and they tell you in the event of an emergency to affix your own oxygen mask first and then help others with theirs because If you don’t look after you, you’re no help to anyone else.  So be like the flight attendant and promote self care for your employees, promote health and wellness in all you do.  Don’t just point employees to the EAP program, engage with them in all interactions, business focused or culture focused in a way that spurs wellness. 

 

Find ways to celebrate: This is where we have to get creative and find the good in each day.  Whether it be a birthday; an individual/group/company success; a work anniversary or a major life event for an employee, celebrate it.  Focus on the positive wherever possible.  In the words of Wayne D. Dyer, “Change the way you look at things and the things you look at change.”

 

Lastly, connect outside your organization and share ideas, share knowledge and help each other out.  I’ve seen more instances of this in the last year than ever before in my career and it reminds me of the human spirit and keeps me optimistic for the future. 

 

Stay well. 

Modesty Sabourin 

Director of HR, Operations

 

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