hiring, firing and everything in between
Elle Baker
Head of Talent - NYC at Levin | Helping Recent Graduates Find Their Next Role | ERG Lead
Hiring the right person is extremely important for any organization’s success. The United States Department of Labor has stated that a bad hire can cost your business up to 30% of the employee’s first-year earnings. Additionally, hiring and retaining a diverse group of employees is instrumental. If you haven’t already, I highly recommend reading McKinsey & Company articles: “Why diversity matters” (2015), “Delivering through diversity” (2018), “Diversity wins” (2020), and “Diversity matters even more” (2023). Being in internal talent, there are many factors that I could discuss relating to hiring and all the different elements that contribute to a ‘successful hire’.
However, it’s one thing to hire good people, but what happens when the hiring is done and it’s time to focus on the employee joining your team, the ‘everything in between’?
Forbes
has written multiple articles on how important aspects like employee engagement and employee satisfaction
Onboarding is a term that can vary greatly for every company. It’s known that having a good onboarding process
Inclusive practices, such as creating networks and communities, play a vital role in giving employees a voice and nurturing DE&I within your organization. How can we determine what is right for the people in your business? Pulse surveys can be conducted to gather feedback on your company culture. From there, you can receive positive feedback on what’s working and learn ways to improve. For example, if certain factors arise that people are passionate about or want more development on, you can create Employee Resource Groups (ERGs) to enhance employee satisfaction. Additionally, perhaps you could offer diversity training
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An example I can mention relating to inclusive practices is Parity , our gender equity network at Levin. One reason we started Parity is because the sales industry is predominantly male-dominated, so we wanted to establish an ERG to focus on career development opportunities for our female and non-binary employees, along with their allies. From here, we conducted surveys and gathered feedback to create global resources. To touch on a few of these, we introduced a digital training library addressing various topics such as how to feel confident as a recent female graduate during sales pitches, and implemented our internal mentorship/buddy program, which builds relationships between global Parity members and incoming graduates.
Reward, recognition, and communication are essential aspects to consider.
Coming full circle from the onboarding process, people still leave companies for many reasons. Speaking to former employees can also be crucial to aid processes in place for current and future members of your business. Listening to and acting upon exit interview feedback
Talent Acquisition Specialist
10 个月LOVE THIS!!
Account Manager at Randstad Digital
11 个月Such a great read! You have made the onboarding process here at Levin so easy and a welcoming environment since day one ??
Client Success Leader | Helping Tech CxOs Achieve Their Goals ? Community Builder | DEI Advocate
11 个月We're lucky to have you! These insights are brilliant ?
Connecting Engineering and E-Mobility Talent
11 个月Love this Elle, important points that all businesses need to consider no matter the size!
Associate Director @ Storm3
11 个月?????? amazing!