• A Good Time To Reflect on Your Recruitment and Retention Practices

    Dr. Jodi Vandenberg-Daves
    The La Crosse Area employers are facing some interesting circumstances.  We are competing for talent with larger cities at a moment when unemployment is low, and many baby boomers will be retiring in the next several years.  The need–and opportunity–to recruit and retain a diverse and dynamic workforce are as important as ever.
    Last month, I had the opportunity to speak to La Crosse’s oldest Rotary Club.  I shared some basics on recruiting and retaining diverse employees and creating an inclusive workforce.  Here are some highlights, presented in the form of  questions we encourage employers to ask themselves as they strive to improve talent pools and creating more productive, inclusive workplaces.  If you’d like to hear more, please contact me and let’s talk about how the Diversity Council can help your organization strategize .
    Hiring
    • Who are you hiring and how do you find the people you’re hiring?
    • Are you aware of the some of these best practices?
      • Recruit and persuade, rather than just search and screen, from a diverse pool.
      • Develop advertising texts that show you value diversity and inclusivity. Research shows you are likely get a broader pool of applicants.
      • Develop and rely on measurable search criteria in evaluating applicants. This helps minimize unconscious bias.

    Retention: Evaluating Your Workplace Structures

    • What do your opportunity ladder and leadership structure look like?
    • How do people in under-represented groups get the support they need to advance their careers and make their best contributions?
    • Do people in your organization, especially from under-represented groups, feel that there is transparency about what it takes to advance in their careers?
    • What are your weak points in providing these resources?
    • What organizational strengths can you build upon?
    • How can you invest in the talents of your current workplace, through mentoring, professional development, and other opportunities?
    • What resources is your organization willing to devote to improving advancement opportunities for under-represented groups from various cultural backgrounds?
    • Are there opportunities, such as part-time professional work and appropriate leave policies, for balance, flexibility, and long-term retention of employees who may have caregiving and community responsibilities?
    • If you don’t know the answers to these questions, how can you find out?