A snapshot of October Talent Acquisition and Recruiting Activity.
Figure 1 October Talent Attraction and Hiring Statistics. Over 15K prospects visited Pearl’s Career Site, 14 % converted to new applicants. Pearl TA extended over 300 offers of employment, maintaining 6 days to hire avg which is above industry standard. Great job, Team Pearl.
Talent Acquisition Recognizes Retention & Referrals!
HIRE. MOTIVATE. TRAIN. RETAIN.
On behalf of TA, Kudos to the following groups that had 0% reported attrition in the month of October.
- MFLC
- HRSA VICP
- HRSA PSSC
- Palmetto
Thank you for your retention efforts and helping make Pearl a Great Place to Work!
What is a Feedback-Rich Environment?
A feedback-rich environment is one where employees of an organization receive regular and consistent feedback from managers and peers. Creating this kind of culture is essential for fostering better retention rates and a high-performing workforce.
- Both giving and receiving feedback is important.
- Everyone is entitled to achieve their individual goals and are encouraged to help their colleagues and peers do the same.
The goal is to have the mindset of our workforce be universal, with everyone asking themselves how they can grow as a leader, create opportunities for others and ultimately help the company become better.
Since creating a feedback-rich work environment is a top-down initiative, as the Director of TA, I echo the sentiments of our Leader, Merry Korn in saying, “Feedback is a Gift. Thank you for participating in your 1:1s with your leaders, our company surveys launched by the Employee Engagement Committee, and our random polls to learn more about you and what you want from us as your employer. Keep sharing. The intel is invaluable.”
– LaTonya Simmons, Director of TA and Recruiting
Diversity, Equity, Inclusion, and Belonging is in Pearl’s DNA!
As a social enterprise, Pearl was founded on the principle of offering hiring priority to a niche and skilled work force of those who experience barriers to employment.
November is National Career Development Month
Talent Acquisition Recognizes our own, Sherica Rhymes – Workforce Development Referrals Manager. Congratulations on completing and obtaining your Workforce Development Certification.
The National Association of Workforce Development Professionals (NAWDP) created the Certified Workforce Development Professional (CWDP) certification. For more than 20 years the CWDP designation has been recognized and accepted as not just a certification, it is a nationally recognized and portable credential that holds significant value in the industry. In fact, about 80% of decision-makers in hiring, promotion, salary, and bonus decisions recognize and value the CWDP certification.
This widespread acceptance underscores the significant value and role that CWDP certification plays in assessing professionals in the workforce development industry.
The CWDP certification is not only a product of rigorous research, but it also has the backing of professionals nationwide who work in various workforce settings. These professionals validate that the CWDP certification accurately represents the skills and competencies necessary for success in the industry.
There are five (5) competency components that are required within this area of study to achieve completion of the CWDP.
- Customer Service Methodology
- Diversity in Workforce Development
- Labor Market Information and Intelligence
- Principles of Communication
- Workforce Development Structure, Policies and Programs
Sherica joined Pearl’s TA Team in March 2019 to support the 2020 CQA Census program. Since then, she has been an instrumental player in Pearl’s Outreach and Referral efforts. As a response to her desire to lean and grow within the organization, we were honored to support her professional development and growth through training.
Sherica’s Story
Sherica pursued a bachelor’s in business management with a focus in Human Resources and gained her credentials from the University of Phoenix in 2016. Before entering college, she attended AGAPE High School, an alternative high school for adolescent teen mothers. This experience is what initially led her into majoring in Social Work. Collectively, Sherica have close to 20 of experience. Responsible for business administration and management allowed her to work closely alongside individuals that were striving to obtain employment and may have had barriers such as speaking English as a second language, and or very little experience; as well as working to navigate candidates with extensive education and background experiences.
Sherica has volunteered with multiple community organizations such as:
Women’s Advocate – Battered Women’s Shelter in Saint Paul, MN – Teen Youth and Activity Coordinator, Dorothy Day Center – Soup Kitchen and Pantry Volunteer, and Head Start – Field Trip Monitor
She is also the Founder, Executive Officer, and Senior Board of Director for – Justice for Anaiah Walker Foundation – A Non-Profit organization focused on bringing awareness to children and adolescents involved in sex trafficking. This non-profit was established in June of 2020. Its mission is to provide victims of sex trafficking with strategic workforce development opportunities, safe temporary housing, food, transportation, sex education, counseling, and emergency services. Sherica plans to utilize part of my 38 acres which would have been Anaiah’s lot to establish a haven for these victims.
“What I enjoy about my position with Pearl is the ability to work with different demographics. It pleases me to work with an organization where the mission and culture of caring strives to provide employment within areas experiencing employment barriers. The mission and what we strive to do at Pearl captivates me and pushes me to want to provide more opportunities collectively to individuals that these barriers are affecting.”
Ensuring that our niche talent pool are identified and given review priority, Sherica consistently exceeds 20% or higher niche recruits on the programs she manages, such as VA ESDMS and the recently launched Palmetto programs.
Onsite Contact Center Careers
2023 Recruiting Season is a WRAP!!
Thank you, Kentucky for another Great Recruiting Season. The recruiting phase has officially concluded. Talent Acquisition will see you next year!
Recruitment and Onboarding Mgt Team + your Supporting Cast…
Thank you!! We appreciate you.
Michelle Robinson, TA Manager + Paula, Linda, Lillian
Terri Estes, HR Manager + Chelsea
Cliff Edwards, PM + Ops
Figure 2 Pearls Recruitment Marketing efforts goaled to attract a local Talent Pool of at least 2,900 this season to meet a hires goal of 828. Pearl attracted over 3,400 KY applicants, which was 45% above goal, resulting in 945 offers issued.
Pearl TA Welcomes Returning Agents and Values Employee Referrals
Throughout the season, several initiatives were launched, and activities executed to encourage the return of eligible rehires and to solicit employee referrals to supplement our growing talent pool. We are proud to report that our staff Connected and Engaged with their Friends and Family, referring Pearl as a Great Place to Work. As a result, we hired over 112 referrals, issuing hundreds of dollars in referral fees to our current staff, as a Thank You! Our rehire population contributed to 28% of offers issued. We are thrilled that so many of you chose us, again!
Figure 3 Team KY Offered Jobs to 265 Rehires and 112 Referrals.
Pearl TA Recognizes Incentives and Winners
Pearl-Winchester’s Day 1 Show Rate is instrumental to the success of our training classes, needing as many agents as possible to remain committed to helping us provide services that matter during open enrollment. As an added incentive for the October and November Classes, Pearl offered a drawing for a chance to win one of 3 prizes on Day 1. Congratulations to our October Winners. November winners will be announced next month.
Figure 4 Welcome and Congratulations to our October Training Class Winner’s Circle: Christin Kelley, Chris Estepp, and Dezzman Carroll!
The Ride Share Initiative offered new hires a way to work option in the event of an emergency that would prohibit them from starting on their first day. We understand things happen and want our team to be present and accounted for. We believe this gesture demonstrates our willingness to succeed but also our desire to support our team. It’s a Culture of Caring. If you have ideas that you believe can support you, applicants, or a new hire, we’d love to hear them! Please send your recommendations to PearlRecruiter@pinsourcing.com or EmployeeEngagement@pinsourcing.com
Figure 5 Congratulations to our 2023 Spot the Bus Winners in Lexington: Rebeckah Prewit, Hazel French, Debbie Collins, and Ronetta Blanton. Thank you for your participation!
Social Circle
Social Media continues to be a great resource for attracting new leads, sharing information about our hiring, and employee engagement. Thank you Team Pearl for Helping us Grow!
In 2nd Quarter we yielded an 8% increase in our social followers.
Please Follow Pearl Interactive Network on social media. Like and Share our content and job opportunities to expand our reach into your communities and networks.
Thank you for your contribution in helping us reach another goal.
