Human resourcefulness

In a difficult economy where compensation packages have been substantially trimmed, Maureen Paradine offers strategies that savvy HR professionals can utilize to attract and retain the best talent.

The Great Recession has affected virtually every aspect of the corporate landscape, and with bonuses and the promise of large pay increases reduced or eliminated from many budgets, the ability to recruit and keep exceptional employees has been challenged. Yet, as with any challenge, there are opportunities.

In terms of recruitment, the tough economy has prompted many human resources professionals to more actively promote their companies as career destinations offering long-term rewards. With that in mind, a company should look for team members who share the company's view of corporate culture. Seek to hire people who come to you because they want to work with your company, they believe in what your organization is about, they want to grow with it, and they understand there's a big mark they can make there.

Integral to that approach are the messages conveyed to potential employees...and it's important to tailor those messages toward what is special about your particular company. When we interview people at my company, we talk about how we are an entrepreneurial organization that encourages ideas from people at all levels. We tell them: what you put into your career is what you get out of it here.

In some ways, a lot of companies tend to get away from such basic messages during good times and the dialog between recruits and a human resources department can sometimes center almost exclusively around compensation. In what I feel is a good way, the recession has prompted a renewed emphasis on the value of growth partnership between an employee and the company they work for, a sharing of common goals that benefits both parties.

Concurrent with the economic downturn has been a dramatic increase in the use of online recruiting tools. Social sites such as LinkedIn can be instrumental in recruitment, enabling extensive networking and allowing companies to target passive candidates instead of just active ones.

With regard to retention, it's imperative to establish and constantly maintain open communication with employees. Managers need to recognize high-achievement employees and give those employees motivating reasons to continue achieving.

In keeping with that philosophy, our HR department recently rolled out our "Leadership Development Program." We are identifying top people below the vice president level so we can collaborate closely with them and help assure they get to their next career plateau. Those who are selected are exposed to executives across the Company and they receive very specific training to pave the way for them to succeed. In essence, we're communicating to those people who are chosen for the program that our Company is investing in them.

Furthering our commitment to open communication are the steps we take if someone decides to leave our Company. We speak with their manager and we conduct a candid exit interview. From this dialog comes crucial information that can translate to higher retention rates by encouraging managers to make their employees feel like they're a vital part of the organizational culture. Concurrently, we've developed a retention report card identifying managers who are doing the best job of holding onto valuable people.

Another key recruitment and retention strategy during this economic downturn is the use of cost efficient added-value initiatives. Among these are employee wellness programs that include free cholesterol screenings and weight management strategies.

Additionally, many companies today are making business gifting services a pivotal part of what is offered to potential and current employees. Through these programs, companies partner with gift providers to offer employee-only discounts on a wide array of products and services ranging from birthday and anniversary gifts to expert advice on conveying appropriate sentiments and choosing thoughtful gifts for sympathy occasions.

Partnering with business gift providers also offers a great way for companies to thank employees on occasions such as Administrative Professionals Week, and, to recognize employees at special times in their lives or careers, such as on their birthday or when they reach a service milestone.

About

Maureen Paradine is Senior Vice President of Human Resources for 1-800-FLOWERS.COM.  Her career in HR has spanned more than 20 years.