Jasmine D. Parker, Ph.D.’s Post

🌟 Tuesday Tips with The HR Maven Collective! 🌟 Happy Tuesday, LA! 🌴☀️ In today’s competitive job market, attracting top talent requires more than just a job listing. It’s all about creating an irresistible employee experience from recruiting to onboarding, all the way to building standout benefits packages. Here’s how HR leaders in Los Angeles can stand out: 💼 Recruiting: It starts with clear, authentic job descriptions that reflect your company’s values. Highlight your company culture and growth opportunities to show candidates why they should be excited to join. 🤝 Onboarding: A well-structured onboarding process ensures new hires feel supported and empowered from day one. Think about pairing them with a mentor or creating a personalized onboarding plan that sets the tone for their success. 📊 Benefits Packages: In LA’s competitive market, your benefits package is your secret weapon! Go beyond the basics—offer perks that reflect modern employee needs like mental health resources, flexible work options, and professional development opportunities. 👥 Leadership Insight: Great leadership attracts great talent. Build a culture of transparency, inclusion, and growth. People want to work for organizations where leadership prioritizes their well-being and professional development. 🔑 Pro Tip: Your hiring process is a candidate’s first impression of your company. Make it count by being clear, compassionate, and intentional at every step! #HRMavenCollective #TuesdayTips #RecruitmentStrategies #OnboardingSuccess #BenefitsThatMatter #LosAngelesHR #LeadershipInHR #EmployeeExperience #TalentAttraction #HRLeadership #EmployerBranding #InclusiveWorkplaces #LARecruiting #WorkplaceWellness #HRInnovation #CultureAndBenefits #FutureOfWork 💼👥🔑🌟 www.hrmavencollective.com

We all understand that #HR plays a crucial role in creating a strong organizational culture. You have to be open to change to create a fully inclusive hiring process. This is the key to boosting employee engagement, retention, and morale. Here’s how #HRteams can help eliminate bias in the hiring process and intentionally recruit top talent from historically underrepresented communities: 1. Partner with professional organizations that center historically excluded groups, such as Disability:IN, National MBA Association, or Pride At Work. 2. Review and revise job descriptions to remove any biases and make sure language focuses on the essential qualifications and skills required for the job, rather than personal traits that are irrelevant to the job. 3. You can’t change what you don’t measure. Make sure you’re asking for feedback from candidates once the hiring process is done. 4. We all have biases and when hiring managers aren’t aware of them, they can negatively impact the hiring process. At Perfeqta, our Deconstructing Implicit Biases training has provided hiring teams with new strategies on how to be more inclusive during the recruitment process. Discover how our company trainings can elevate your organization this summer. Learn more: https://buff.ly/2YUvfVj

Do employees need to own their careers? When a star employee leaves, are you left scrambling to: - Offer a higher pay? - Find a better fit? - Assign them to a different team? - Change their manager? Why find yourself in this last-minute panic? You might think, "They should've mentioned issues earlier," but did you give them a real chance? An "open door policy" isn't enough anymore. Be proactive. - ASK how they feel. - CREATE spaces for honest conversations. - SUPPORT them so they thrive. Fostering an environment where employees feel heard and valued prevents the rush and stress of trying to keep them when it might be too late. You have the power to shape workplaces that not only attract but also retain the brightest talent. Let's start engaging with our people in meaningful ways.

It's always a pleasure welcoming the latest, greatest talent to the Stand Together community! Recently, I spoke with some new colleagues about our shared vision (our why) and operating model (our how). A few takeaways: - Between HR, supervisors, internal comms, and the PBM team, we aim to empower every employee with the knowledge, tools, and resources to own their educational journey and level up their contribution; - What I had to say was a lot to take in, but the sooner folks get connected with who we are, what we do, why we do it, and how we do it, the better positioned they'll be to create value and thrive in their roles; - The better staff understand our vision and operating model and the more they embrace our culture of shared success, the more progress we'll make; - A "team of teams" mindset is essential because all of us are smarter than each of us; - Stay curious, ask questions, and most importantly, 𝘵𝘢𝘬𝘦 𝘢𝘤𝘵𝘪𝘰𝘯! If you see some of these new faces around HQ be sure to say hello! HT: Jason Hughey & Dominic Pacheco - internal comms relishes these opportunities to partner with HR - thanks!! 😎 #BelieveInPeople #internalcomms #HR #onboarding #culture

4 teams, 4 smiles, 4 colleagues and friends genuinely enjoying spending time together. Effective Employee Retention is an art and a science. There are best practices that span across organizations, but there are of course nuances depending each company's unique culture. People often decide to leave a company not because they hate their job, or they hate their boss, they don't really hate anything, they just want additional ways to learn and grow. Forbes Human Resources Council found a group of HR enthusiasts to provide their advice on different ways companies can retain their people. My advice was around making it much easier to find opportunities internally, so employees consider an internal move before they look outside. In a QuestionPro study of 10,000 workers across the U.S., a third of workers said they were not sure where to look for opportunities inside their organization if they were interested in changing jobs. One way this can be accomplished is through employees having close relationships so they keep each other informed when something becomes available. But of course there are more formal ways such as internal job boards etc. You can see much more advice in the full article here: https://lnkd.in/dS8iQCv9 With some fabulous advice from my fellow contributors, including Rachel Fletcher, Jason Averbook,Nichelle Cole,Barry Asin, Kyle Samuels (he/him), Lynne Marie Finn, Kshitij Jain, Graham Glass, Marcy Klipfel (she/her/hers), Janet Vardeman, CJ Eason, Ursula Mead, Dr. Timothy J. Giardino, BS, MBA, PhD, Alex Gillespie, Laci Loew, Tracy Cote, Michael D. Brown. #employeeretention #employeelistening Dan Fleetwood, Cecil Puvathingal, and Jacqueline Tasker's awesome smiles are in the photos 🤗

The Secret to Employee Retention: Your Managers. In 2023, over 40% of employees quit because the company had poor engagement and culture policies (Gallup Employee Retention & Attraction Indicator). Reasons for quitting included: 🔒 no advancement opportunities 🔒 unrealistic job expectations 🔒 skills or talent weren't a good fit Great managers recognize that trust is the key to employee retention. Great managers: 🔑 show appreciation for the employee's efforts 🔑 align job responsibilities with the employee's soft skills 🔑 create opportunities for desired career growth Psychologically, this is consistent with our research on trust and how oxytocin affects decisions like quitting a job. 👀 Read more here: https://lnkd.in/gPiid4SM The Neuroscience of Trust: Increasing Retention Rates through Meaningful Performance Reviews #employeeretention #trust #performancereview

Employee Retention for Gen Z: A Challenge Worth Discussing Employee retention is a hot topic today, especially with Gen Z entering the workforce in large numbers. Is there really a job shortage? Or is it that many in this generation are unwilling to put in the hard work required to thrive? In my experience, many Gen Z employees seem more prone to shortcuts and display a sense of laziness. The "instant gratification" culture they’ve grown up with often clashes with the dedication and patience needed for long-term career success. While they bring fresh perspectives and digital-savvy skills, the drive to persevere through challenges often appears lacking. However, understanding their mindset and motivating them to find purpose and passion in their work can be key. It’s about balancing our expectations with the reality of the work culture they’re entering. What do you think—Is it a retention issue or a generational mindset shift? #GenZWorkforce #EmployeeRetention #WorkCulture #TalentManagement

How can organizations better support ambitious employees and create opportunities for them to thrive and grow in individual contributor roles? We need to broaden our view of career progression. So many folks crave advancement and assume that management is the only option to advance, and this is true at so many companies that haven't built out their IC growth plans. Here are a few ways we can provide greater reach and growth opportunities outside of the typical people manager role: ❇ Build out IC career ladders that recognize subject matter experts with titles like Principal, Lead, or Chief to recognize deep expertise and influence. ❇ Allow these folks to spearhead major initiatives without direct reports. ❇ Create cross-functional roles or advisory roles that offer influence without management duties. ❇ Provide mentorship opportunities where they can share wisdom without other management responsibilities. Most importantly, when you are recognizing the high level of value your employees bring or providing them with greater responsibility, this MUST include compensation adjustments. 💰 A title or more responsibility alone is NOT recognition. 🙅🏻♀️ It may require some additional work, but we have the opportunity to enable growth and advancement in our organizations outside of management roles. By creating diverse growth paths, we ensure everyone has an opportunity to advance in a way that suits their strengths. Need support in building out opportunities like this at your organization? 📅 Schedule time to connect: https://lnkd.in/ga3eRN6y ___ Hi, I’m Hannah! I have over a decade of People/HR experience in tech start-ups. Follow me for all things impacting employee engagement & employee experience. Happy, engaged employees are good for business. . . . #TalentDevelopment #CareerGrowth #CareerLadder #SME #EmployeeExperience #EmployeeEngagement #Mentorship

Winning the Talent War goes beyond competitive salaries. In an era where work-life balance, ethical alignment, and career progression are paramount, how is your agency stepping up? Explore our discussion on the changing dynamics of agency employment and the strategies for attracting and retaining the innovative minds of millennials and Gen Z. Let's shape the future of work together. #AgencyTalent #Leadership #EmployeeRetention

I had the pleasure of sitting down with Lisa Gutierrez about a week ago as part of our HR Executive Interview Series. Lisa is currently the Chief People Officer for Fast Pace Health. Lisa's career journey is a testament to her passion for proactive solutions and deep understanding of business operations. Originally an employment attorney, Lisa dealt with issues like sexual harassment, race discrimination, and union work. However, her interest in preventing these issues rather than litigating them led her to transition into HR, where she could focus on policy-making and preventative measures. Her first HR role was at the Ritz Carlton in Chicago, where she took a hands-on approach, immersing herself in the roles she was managing to build effective HR strategies. This approach earned her promotions within the hotel industry, where she gained substantial experience working at various properties, including the Four Seasons. Lisa then transitioned to healthcare at ATI Physical Therapy, where she played a pivotal role in the company’s growth from 20 to 470 clinics, handling multiple acquisitions and equity transactions. Her journey then took her into the tech industry with Clever Safe, which was later acquired by IBM, giving her exposure to cloud services and large corporate structures. Throughout her career, Lisa has emphasized the importance of learning the business from the ground up to build effective HR strategies. She advocates for active learning and participation within the business, which allows her to support and partner with employees effectively. Lisa has implemented flexible work arrangements and cross-training to maximize staff efficiency and morale, especially during crises like 9/11, where, she managed to retain staff without layoffs through hiring freezes and cross-training within her own department and partnering with other leaders achieving similar results throughout. Lisa's key lesson for HR professionals is that earning a place at the strategic table requires more than just claiming it; it requires deep understanding and contribution to the business. She advocates for flexible and responsive HR practices that truly meet the needs of both employees and the organization. A BIG thanks to Lisa for joining the interview and imparting her knowledge/experience to us. If you are in HR or Total Rewards and have not heard of us, check us out! Previ #builtbypeople #humanresources #leadership