Over the past year, we’ve been assessing, developing and executing the vision for the talent strategy to enhance our culture at Shiel Sexton. We’ve learned that creativity is key as we identify ways to be competitive in this industry. With continuous review of current and future workforce trends, we’ve been working diligently, laying the foundation for success of our talent pipeline.
Our current employees know best what it takes to be on the Shiel Sexton team. The Employee Referral Program was introduced to hire quality candidates into full-time roles. We encourage our employees to utilize their strategic marketing mindset to create this recruiting culture. Our brand boasts “the right people” and this is a way we can ensure top talent is coming through our door. In exchange for finding top talent, employees receive an incentive for the sourcing and mentorship of the new hire.
Recruiting is at a turning point this month. With the launch of our new cloud-based Applicant Tracking System, the application process is made simpler online and is accessible on a mobile device. This application process will become cohesive and benefit our revised onboarding process. Our goal for this new integrated system is to differentiate ourselves through our brand, creating a positive candidate experience.
Due to changing workforce demographics, Shiel Sexton understands the need for invigorating our policies and procedures to attract and retain top talent. We realize the importance of work/life blending for today’s family and in an effort to help our employees achieve this blend we have recently expanded our benefits to include Paid Parental Leave. Up to twelve (12) consecutive weeks of Maternity/Disability Leave and up to one (1) week of Bonding Leave is available for eligible employees. Parental leave has been a hot topic in the media lately, but only 18 percent of U.S. organizations offer paid maternity leave and even fewer (12 percent) provide paid paternity leave, according to the Society for Human Resource Management’s 2016 Employee Benefits research report. By initiating and implementing this type of paid parental leave, the focus goes beyond competition for top talent and achieving compliance – it’s about doing the right thing for our company and our employees.
The SCOOP | June 2017 | More from this issue