Last week, SingleSprout kicked off a new webinar series with The Rise Journey focused on Diversity, Equity, and Inclusion (DEI) in the Recruitment Process.
During this panel, our speakers took a deep dive into the foundational principles of DEI, emphasizing the importance of acknowledging and embracing differences, creating an equitable and fair hiring process, and promoting a culture of inclusivity throughout the company. Other topics that came up included, how to attract a diverse pool of candidates, with the panelists discussing the importance of not falling into the trap of tokenism in the recruitment process. Rather, companies should focus on true representation.
Overall, the Zoom event provided valuable insights and practical tips for companies to improve their DEI strategies in the recruitment process. By implementing these strategies, companies can create a more diverse, equitable, and inclusive workplace.
Don’t have a DEI Recruitment Strategy? Remember, DEI is a continuous journey, not a one-time initiative. Hire someone who knows more and can help in a Full Time, Part Time, fractional, project-based, etc. Additionally, hiring a DEI project manager or ERG manager can be a huge support to keep track of momentum on initiatives.
To learn more you can re-watch the webinar here, or check out the DEI in the Recruitment Checklist created by The Rise Journey
Let’s face it, making decisions around hiring, retaining, and compensating employees is tough right now and things seem to be changing quickly.
SingleSprout Q4 2022 Compensation and Time to Hire Report (here).
We hope this report gives y’all a better opportunity to not only plan, but also benchmark, retain talent, attract talent, and comply with compensation transparency laws.
SingleSprout and AllVoices led an insightful conversation around Compensation & Effective Planning.
Lessons learned from our event with AllVoices: It all starts with a compensation philosophy. Here are 5 tips when developing your compensation philosophy and pay ranges.
- There is no one-size fits all approach, and no company is 100 percent right.
- Develop a basic compensation philosophy, as well as compensation levels & bands. Even a basic framework will be helpful to guide decisions. Over time you can develop greater competencies, and get more complex or specific.
- Which compensation types are available to you? Salary, Short-term incentives or bonuses, Equity, Allowances or Perks, or Year-End Bonuses? Understand available options constraints
- What are you trying to achieve? Are you worried about retention, how people are going to progress, reward structure, promotions, transfers, new hires, or competition?
- Cost of Living vs Cost of Labor. The cost of living varies by location, highly driven by personal preference. So when we look to build ranges consistently, the metric that most compensation professionals use is Cost of Labor because it’s driven by supply and demand.
Special thanks to Ashley Perryman, SHRM-SCP, Vice President, Global Human Resources-Head of People at Spiceworks Ziff Davis; Enrique J Esclusa, Co-Founder at Assemble; Kaitlyn Knopp, CEO/Founder of Pequity; Mykaela Doane, Head of People and Talent – Gtmhub; Natan Fisher, Co-Founder, and Co-CEO of SingleSprout
To learn more, check out the webinar here.