Talent Insider

Thursday, July 1, 2021

Did You Miss Our Webinar on Building an Inclusive Culture?

Belonging Matters: Building an Inclusive Culture

Hirepurpose and Orion Talent were honored to present “Belonging Matters: Building an Inclusive Culture,” an hour-long webinar featuring three leading HR experts who discussed strategies and tactics for creating a sense of belonging and building a sustainable, inclusive environment at work.

Defining Inclusion

Moderated by Hirepurpose Co-Founder Steve Amsden, Jolen Anderson, Global Head of Human Resources at BNY Mellon, Jennifer Weber, Chief Human Resources Officer at ADM, and Debbie McKinley, VP of Human Resources at The Home Depot, shared exclusive insights on the importance of inclusion within DE&I initiatives. They also provided ideas to help leaders become inclusion allies, tips on how to start an inclusion initiative right now in your organization, and how to utilize data to measure its success.

Key Takeaways

Check out our short (less than 90 seconds) video below featuring Key Takeaways, including:

  • Make a strategic business case for DEI
  • Assess your current culture
  • Build inclusion in your organization’s programs and partnerships

 

Download the webinar

But don’t stop there. Watch the full webinar to see how these HR leaders are putting these takeaways into action. Remember, diversity is what gets people to join; inclusion is what gets them to stay. Get started building a more inclusive work culture today!

Combating the Construction Labor Shortage

As construction gears back up, many companies are experiencing a labor shortage and having trouble finding skilled people. But, as Cory Kruse, President of Orion Talent, tells Pro Builder, construction companies should set their sights beyond recruiting toward retention.

Labor Shortage

One reason for the labor shortage the construction industry is experiencing is that other industries want that same talent. And that talent is in short supply. “It’s getting tougher to recruit and retain workers. We’re not seeing the number of folks we used to see entering the trades early, and demand is outpacing that,” explains Cory. With this in mind, he advises that companies look at non-traditional labor pools.

Diversity Should Be the Norm

Construction has often suffered from a myopic view of what segments their employees should come from. Cory suggests employers go beyond that, ignore their perceived specific employee profile, and reach out to groups they had not considered. This will go a long way in overcoming this shortage. a general lack of training on the front end, have contributed to the shortage. For example, Cory illustrates, “One out of every hundred skilled workers in the field is a woman. [That’s progress,] yet women make up almost 50% of the total workforce.”

Start on the Front End

The key to recruiting the best people is a good employee value proposition. Posting a job isn’t enough. Construction employers need to show what it is like to work there and what the future could hold. Cory says that companies should focus on trade schools, investing in alternative educational opportunities, considering flexible employment configurations, and look at part-time or temp to hire.
Retention is Key

“There’s a shortage of companies willing to invest in a training program as well as a career progression program for employees. That is, not only training them to do a task, but putting them in a career development program…,” says Cory.

This development is key to retention. He advises employers to equip managers to develop their talent, know how to better manage their workforce, and how to be the best managers. After all, people typically go to work for people, not for companies.

And when people do leave, you need to know why. Conducting exit interviews ensure you are providing the best talent offering you can within your financial capabilities. “You do invest a bit more money in people, and that's not only talent acquisition, that's talent management,” says Cory.

Hire Military

The military has been a great source of talent for construction for a long time and continues to be a great solution to the labor shortage. “They've got thousands of enlisted individuals, officers, and command staff that make an ideal fit for the construction industry, whether that's because of direct experience or experience working on construction teams to build or repair or service structures,” explains Cory, “Most veterans develop skills during their years of service that translate well into many workplace scenarios, whether it's in entry-level or management roles, blue or white collar.”

Putting It All Together

Combating the construction industry labor shortage is a multi-step process. Cory advises companies to look beyond their tradition talent pools, reconsider how they are recruiting this talent, and then focus on retaining them. You can read more of Cory’s insight here. And you can learn more about the various roles veterans can play across all segments of construction here.

How to Avoid Breadcrumbing by Improving Time to Hire

Dating and Recruiting

What do dating and recruiting have in common? A lot! Last year we found that dating trends were often reflected in the recruiting world. From ghosting to paperclipping to dial toning, they all have a corresponding recruiting application. And now we can add breadcrumbing to the list.

In dating, breadcrumbing is when you string someone along with just enough to keep them interested but with no actual relationship. In recruiting, it is when you string a candidate along through a long hiring process.

How long is too long?

As discussed in this Staffing Industry Analysts article, 62% of survey respondents lose interest in a job opportunity in two weeks, and 77% within three weeks without contact.

This can have negative business impacts. Candidates who feel they have been breadcrumbed not only drop out of the process, but they may blacklist the company, share their experience on social media, or leave comments about the process on review sites. And none of these things are a good look for a company looking to hire top talent.

Time to Hire

If you are experiencing candidate attrition, you may be guilty of breadcrumbing. The first thing to examine is your Time to Hire. Not to be confused with Time to Fill, Time to Hire is the number of days from when you first engage a candidate to when they are hired. While the average Time to Hire seems to hover between 20 and 30 days, we have already seen that many candidates lose interest after just 14 days! You can learn more about Time to Hire and how to improve this metric here.

Outsourced recruiting can help you combat breadcrumbing and reduce Time to Hire by identifying bottlenecks in your hiring process. In fact, companies that utilize recruitment process outsourcing reduce average hiring cycle time by 15 days. Those 15 days can make a big difference in hiring the best candidate.

Forget breadcrumbing; start recruiting

Breadcrumbing can cost you valuable talent. Don’t let a disjointed hiring process give candidates the wrong impression. Contact an Orion Talent RPO expert to learn how to eliminate candidate attrition, increase productivity, and hire the best talent in a streamlined, efficient way.

National Virtual Distinguished Candidate Conferences

National Virtual Distinguished Candidate Conferences (DCCs) through Orion Talent are exclusive hiring events designed to maximize your chances of connecting with the right candidate. Our unique events present you with the top military leaders to help fill your hiring needs, while adhering to travel and social distancing restrictions.

Interviewing virtually through Orion will allow you effective and efficient access to an exclusive talent pool, with unmatched candidate quality and customer service, all without the need to travel.

Our next National Virtual DCC is scheduled for July 15-16. This event will feature the very best Junior Military Officer (JMO) talent transitioning from Active Duty, who have been prescreened, qualified and suitably matched to your open positions across the country. If you're unavailable that week, no problem! We can quickly accommodate your schedule to keep your hiring process on track by scheduling on-demand virtual interviews at your convenience.

Learn more about our National Virtual Distinguished Candidate Conferences, and request more information about the National Virtual DCC on July 15-16.

On-Demand Virtual Hiring Events Through Orion Talent

 
In addition to our scheduled industry- and region-specific virtual hiring events, we are excited to offer our clients the ability to customize an On-Demand Virtual Hiring Event. These events are catered to your scheduling, recruiting, and compliance needs, enabling you to overcome travel and social distancing restrictions, all while meeting your ongoing recruiting needs.
 
Orion Talent On-Demand Virtual Hiring Events serve nearly all industries and include benefits like:
 
 
With an Orion Talent On-Demand Virtual Hiring Event you can recruit skilled specialists and professionals for a wide range of permanent and contingent roles. All we need to know to get started is:
 
- What positions would you like to fill?
- How many candidates would you like to hire?
- When would you like to virtually interview Orion's candidates?
 
We take it from there and set you up with military talent ready to start a new career with your company. Before you know it, you have recruited top leaders and technicians, without having to leave your office, just like the environmental engineering firm below.
 
 
Whether you are looking to ramp up hiring for project based needs, are seeking a company-wide coordinated Military Talent Strategy, or need to fill just a few positions, Orion virtual interviews make it faster and easier to interview the right Military Talent. Contact us today, and put the industry's most committed, outcome-driven recruitment force to work for you today!

Military Hiring Conferences

Interview Junior Military Officers, Noncommissioned Officers and Enlisted Technicians Recruited for your Hiring Needs

An Orion Hiring Conference is your chance to interview the best military job seekers, selected specifically for your open positions. You will be presented with pre-screened, qualified and suitably matched veterans that are interested in your available opportunities. Click on the dates below to learn more about our upcoming hiring conferences.

Virtual 

 Click here for more information.

 Click here for more information.

In-Person

 Click here for more information.

Join our LinkedIn Group - Talent Insider with Orion Talent

Have you joined our LinkedIn group, Talent Insider with Orion Talent? Talent Insider with Orion Talent is a group for all hiring managers, employers, and talent acquisition professionals interested in learning more about how to hire top talent. We are proud to offer access to employer resources, including thought leadership, hiring event notifications, podcasts, blog posts, news, other insights and advice, and more!

We also encourage you to share your expert insight, as well! Whether it be through RPO, Search, Military, Attraction & Sourcing, or Total Talent Solutions, this group will help you achieve the talent outcomes your business needs.

Join Talent Insider with Orion Talent

According to our Clients

Refer a Military Job Seeker or Client Company to Orion

If you would like the chance to win a $50 gift card, enter into our monthly drawings for Client referrals and Job Seeker referrals. If your referral results in a hire, you will personally receive a $100 gift card as our way of saying thank you. As always, we will maintain your privacy and never share your information nor that of your referral. That's one entry for each referral that you submit - good luck and thank you for the referral!

Keisha Jackson won the Job Seeker Referral monthly drawing
and is the winner of a $50 gift card.