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March 2024 – Let’s Talk TA!

A snapshot of February 2024 Talent Acquisition and Recruiting Activity.

A screenshot of the Feb talent funnel. 15,052 career site visitors, 1,279 talent acquired, 74 new offers extended, 136 new hires. Average Days to Hire is 90.

Figure 1 The Company Career Site had over 15K visitors. Over 1200 visitors converted to applicants. 136 New Hires Joined our Team in the month of February

A pie chart with text and numbers showing 74.3% of hires came through our career site, followed by 10.2% being source by Pearl Recruiter and 10.2% by Job Boards. 3.6% came from Referral Partners, while 1.8 attributed Social Media.

Figure 2 Hires by Source for the month of FEB. Recruitment Marketing campaigns drive viewers to our corporate website to increase brand awareness. This allows applicants to learn more about Pearl and our mission. 74.3 % of Hires applied through the corporate career site which was the highest source conversion.

 

Celebrate Women's History Month

March represents Women’s History Month, an annual observance to highlight the contributions of women to events in history and contemporary society.

Founded in 2004, Pearl Interactive Network is a Women Owned Small Business, HUBZone certified social enterprise that reduces barriers to employment, particularly in rural and Historically Underutilized Business (HUB) Zones. At the heart of what we do is providing opportunities for transformation, economic growth, and social action, we deliver important services to our clients, partners, and customers.

We’re making history, supporting the vision of our founder and CEO, Merry Korn, MSW. Celebrating 20 Years of Providing Services that Matter in 2024, to date we have attracted over 300,000 skilled and diverse, active and passive job seekers to join our talent network in hopes to join our team. Pearl’s front line Talent Acquisition and Onboarding Teams have successfully engaged and hired over 11,400 seasonal and full-time contact center operations support staff across 29 U.S. States for government and commercial programs. While we’re proving opportunities to entry level customer service agents beginning a new career in call center, to professional counselors utilizing their knowledge, skills and training to support our military and their families, our work is making a full circle impact on families and communities. We’re making an impact!

Figure 3 Your Talent Acquisition Partners, making an impact on the lives of job seekers while serving our clients.

LaTonya Simmons - Director, Tanika Jordan - Operations Supervisor, Adrienne Hayes - TA Specialist - SM Marketing, Sherica Rhymes - WFDR Manager, Michelle Robinson - TA Manager, Brittine Hunt - TA Manager, Lillian Schwinn - TA Consultant, Maria Acevedo - TA Consultant, Tracie Lowe - TA Consultant, Shonta Gregory - TA Consultant, Linda Atkins - TA Specialist, Paula Landsaw - TA Specialist

 

Diversity, Equity, Inclusion, and Belonging is in Pearl’s DNA!

Diversity of People and perspectives. Equity in policy and practice. Inclusion of all voices and visions.

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. Talent Acquisition and the Workforce Development Referrals team has proven strategies to attract a diverse talent pool to support diversity and equity in the Call Center Industry.

This month we are taking a closer look at our Workforce by Generation, the global workforce breakdown, and the importance of talent attraction, engagement and factors that will support retention of our team members as we settle into 2024 and prepare for growth.

Pearl's Workforce by Generation Baby Boomers (1946-1964) - 8%, Gen X (1965-1980) - 26%, Gen Y/Millennials (1981-2000) 58%, Gen Z (2001-2005) 8%.

Figure 4 Pearl’s Diverse Workforce is comprised of 8% Boomers, 26% Gen X, 58% Millennials and 8 % Gen Z.

Figure 5 By Next Year, the primary global workforce breakdown will be 6% Baby Boomers, 35% Gen X, 35% Gen Y (Millennials), and 24% Gen Z.

Employee engagement and retention will remain a top priority for us in 2024. Our leaders are continuously seeking new ways and resources to connect with and engage both our onsite and virtual teams. We believe that each employee should feel a sense of belonging, while also being provided resources to support work-life balance and career growth. Our objective and desire is to meet each employee where they are in their lives.

 

 

Talent Acquisition Recognizes Retention & Referrals!
HIRE. MOTIVATE. TRAIN. RETAIN.

On behalf of TA, Kudos to the following groups that had 0% reported attrition in February.

• SSA
• HRSA/VICP
• HRSA/PSSC
• Humana

Thank you ALL for your retention efforts and helping make Pearl a
Great Place to Work!

Employees do not view benefits as merely perks: They are instrumental in shaping workers’ lived experiences in the workplace.

Research shows HR benefits have a significant impact on overall job satisfaction: As companies work to meet the diverse needs of their workforce, it is essential to understand the benefits valued by employees. For many, the value of a job is often tied to the benefits offered.

Workplace Benefits That are Most Important to Job Satisfaction in 2024 Flexible work options: Gen Z - 76% Gen Y - 73% Gen X - 84% Boomers - 83% Overall - 79% Flexible paid time off/vacation: Gen Z - 66% Gen Y - 67% Gen X - 70% Boomers - 65% Overall - 67% Flexible parental leave options: Gen Z - 60% Gen Y - 65% Gen X - 64% Boomers - 66% Overall - 64% Mental health resources: Gen Z - 57% Gen Y - 66% Gen X - 68% Boomers - 59% Overall - 62% Team recognition programs: Gen Z - 60% Gen Y - 59% Gen X - 63% Boomers - 61% Overall - 61% Upskilling opportunities: Gen Z - 54% Gen Y - 57% Gen X - 63% Boomers - 63% Overall - 59%

An overwhelming 79% of respondents prioritize flexible work options, with 64% highlighting the need for flexible parental leave and 62% emphasizing access to mental health resources.

Diving deeper into the survey results gives us a closer look at the generational nuances behind these preferences.
Gen Z, Gen X and Baby Boomers all prioritize flexible work options, followed by paid time off and paid parental leave.
Millennials, on the other hand, while also placing flexibility at the top of the list, highlight mental health resources as the second most important benefit for overall job satisfaction.

The data below on professional development opportunities highlights similar preferences among all generational cohorts. Topping the list is access to learning management systems, emphasizing the shift towards a preference for digital learning environments.

Next on the list? Company-wide training from various departments, which underlines the importance of interdepartmental knowledge sharing. Stipends for continued learning, performance reviews and manager training also rank high, spotlighting the value employees place on both individual growth and effective leadership.

Resources That Each Generation Wants for Career Growth Manager Training: Gen Z - 32% Gen Y - 32% Gen X - 44% Boomers - 47% Overall - 39% Stipend for Continued Learning: Gen Z - 51% Gen Y - 45% Gen X - 48% Boomers - 51% Overall - 49% Access to Learning Management Systems: Gen Z - 57% Gen Y - 50% Gen X - 60% Boomers - 68% Overall - 59% Companywide training from other departments: Gen Z - 61% Gen Y - 55% Gen X - 60% Boomers - 56% Overall - 58% Performance Reviews: Gen Z - 51% Gen Y - 36% Gen X - 46% Boomers - 47% Overall - 45% Mentoring Opportunities: Gen Z - 31% Gen Y - 29% Gen X - 27% Boomers - 36% Overall - 31% Shadowing/Cross Functional Training: Gen Z - 11% Gen Y - 8% Gen X - 5% Boomers - 18% Overall - 11%

To learn more about Workforce Trends in 2024, visit https://www.forbes.com/workplace-benefit-trends.

Engagement Influences Retention, by Generation

Here are 5 Things that tend to impact interactions among members of each generation. And fears that Influence and differentiate the generations. Boomers Pros: Continual learners, many of whom want to keep working for the intellectual stimulation. Resist any concept of them as "old"- watch your language! More tech-savvy and into social media than given credit for. Like in-person contact. Still eager to change the world and optimistic. Boomers Cons - Fears: being displaced by younger managers and new ways of doing things (technology and other); reduction in productivity if they permit more flexibility and new, as yet unproven to them, methods; loss of professional identity; losing relevance; losing clients. Gen Xers Pros - Self-reliant and want their own piece of the action. Time is currency, like money. Family and friends come before a boomer-type, work-centric focus. Slacker reputation evolved to hard-working. Don't trust large institutions. Gen Xers Cons - Fears: being displaced by younger managers and new ways of doing things (technology and other); reduction in productivity if they permit more flexibility and new, as yet unproven to them, methods; loss of professional identity; losing relevance; losing clients. Millennials Pros: Internet as No. 1 resource, and willing to trade privacy for information and convenience. Expect a lot of guidance and free information. Short attention span, uncomfortable with ambiguity. Demand transparency. Must see career opportunities or become impatient and move on. Millennials Cons - Fears: Not understanding perspectives and expectations of older colleagues; not doing everything right; disapproval; not appearing "smart"; not having a voice or restriction of their self-expression. Gen Zers Pros - Hard-working problem solvers. Concerned with privacy and cybersecurity. Value-conscious. Very devoted to and personally involved in social causes. Want prompt and frequent feedback. ' Gen Zers Cons - Fears: Loss of privacy; cyber warfare; environmental harm (climate change); global and economic instability global terror/ safety concerns. Important factors to know in maximizing the ability to develop rapport for hiring, retention, sales, and teamwork.

Figure 6 Here are 5 Things that tend to impact interactions among members of each generation. And fears that Influence and differentiate the generations.

Which Workforce are you? Baby boomers (1946-1964) Optimistic, Competitive | Workaholic | Team Oriented Motivation: High level of discipline, mentally tough as steel, strong principles, and remains loyal and dedicated. Has a sense of duty. Communication Style: Whatever is most efficient, including phone calls and face-to-face. 10,000 Boomers reach retirement age every day. 49% do not plan to retire of working past age 70. Gen X(1965-1980) Flexible | Informal | Skeptical | Independent Motivation: Disciplined, hard work, resourcefulness, logic, independence, work-life balance. Personal-professional interests rather than companies interests. Communication Style: Whatever is most efficient. Highest % of start-up founders @ 55%. Will outnumber Boomers by 2028. Gen Y or Millennials (1981-2000) Competitive | Civic and Open-Minded | Achievement Oriented Motivation: Responsibility, the quality of their manager, unique work experiences. Tend to be bolder in their opinions, have high self-confidence, and think outside the box. Communication Style: IM's, text, and email. Highest % of global workforce @ 55%. 30% living at home. Gen Z (2001-2012) Global | Entrepreneurial | Progressive | Less Focused Motivation: Diversity, Personalization, individuality, creativity. Learns about personal financial management faster than previous generations, they are also very open-minded. Communication Style: Social media, text, IMs. 57% want to advance their careers. 80% believe gov't and employers should subsidize, or pay full tuition.

Which Workforce Generation Are You?
What’s Important to You or Your Direct Reports?
We Really Want to Know!

You are highly encouraged to complete ALL Employee Engagement Surveys or Share Your Insights with Your Supervisor During Your 1:1 Connects.

 

Do You Talk More like a Millennial or a Boomer at work?
Take this quiz to find out.
Learn what your communication habits at work say about you and how that might differ from your boss and colleagues.

Washington Post Gen-Z-Boomer Lingo Slang Quiz

Social Circle

Social media continues to be a great resource for employer branding, attracting new leads, sharing information about our hiring, and employee engagement. Thank you Team Pearl for Helping us Grow!

Figure 7 Social Media marketing attracted 41 new followers and 2500 new social page visitors. Engagements were down with only 252 which was 50% to goal. However, Company website visits were up, which is where visitors were directed. It’s still a win. 😉 Brand Awareness.

Social Media marketing attracted 41 new followers and 2500 new page visits. Engagements were down with 252 which was 50% to goal.

Figure 8 Top Social posts for the month of February include our Annual Cook-off Winner Announcements on National Chili Day, a Monday Motivation Quote to kick off Black History Month, and of course, a Recruiting ad, the heart of what we do!

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 to helping us reach and maintain our goals.

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