Last week, I met with Robin Corralez, PandaDoc’s Chief People Officer, to discuss the state of Human Resources (HR) today. Robin has been an HR professional for over 20 years, and I am thrilled to share her insights with you.
We discussed the following questions:
- What kinds of shifts in HR processes have you seen in the last year? What trends have you seen in recruiting and onboarding?
- How does PandaDoc position its brand as a viable option for candidates?
- As an HR professional, what gets you up in the morning? What keeps you up at night?
- What advice do you have for candidates to help them be competitive in the talent market?
Shifts in HR Processes
In the last year, there has been a huge shift from talent acquisition to talent retention in the global marketplace. Recruiting is still important, but ‘The Great Resignation’ and a shift in the economy have caused companies to look for answers to the question of how to create a more engaging working environment.
Robin mentioned that one of the less positive strategies to use when trying to create a more engaging work environment is using employee monitoring software. Employee monitoring software enables a company the ability to track web browsing history, block specific content and applications, capture screenshots of user activity, and record every keystroke made by a computer user.
Over the last year, the phrase ‘Quiet Quitting’, or lack of engagement, has entered many conversations in the business world. Employers want to ensure that employees are staying engaged at work and getting the job done, and this brings up conversations about using employee monitoring software.
There are a few industries, like retail, where employee monitoring is expected and normal. However, in general, employee monitoring can create disengagement due to being perceived as micro-management and leaders not trusting their teams to execute on the activities associated with their role. If you want people to act as professionals, they need to be treated as professionals.
Trends in Recruiting & Onboarding
Global hiring has been a major shift in recruiting trends over the last year. Robin stated, ‘Recruiting over the last year has predictably, very predictably, gone global.’ Recruiters look to acquire talent regardless of where they are and trying to find out how to do that has been a challenge to overcome.
Recruiters are also grappling with how to get equipment to employees across the world. Overall, it can be a challenging process, and the process continues to evolve as global hiring gains momentum.
Another growing trend in recruiting is the ability to hire and onboard remote employees. Robin mentioned that based on her discussions with candidates in the field, a remote working option (at least hybrid) is important, and something candidates take into consideration when researching companies and applying for roles.
A Viable Brand For Candidates
As hiring goes global, it’s important for you to position your organization's brand as a viable option for candidates. Robin stated that PandaDoc places a huge emphasis on having a transparent culture where PandaDoc empowers its employees to flex and grow throughout their careers, and anyone can create a case for change and make that change come to life. This is attractive to individuals who want to be in an environment where they can make an impact and also gain new skills and experience.
Pulse surveys are a great way to foster a transparent culture and create an environment where you can collect real-time feedback and make quick adjustments to preserve a strong and healthy culture. This will increase employee satisfaction and engagement, and your employees will be thrilled to tell their peers about where they work.
For example, PandaDoc sends surveys on a regular cadence to get an in-the-moment perspective of how people are doing and feeling. Leaders review the feedback, which is anonymous, from their direct teams and also as a collective leadership group in order to address identified areas of concern.
Robin’s advice to candidates who want to be competitive in the talent market - get yourself in front of the hiring manager, or someone who has a high-level position at the company, and don’t be afraid to reach out directly. Share with them your interest in the role and why you think you’d be a good fit. It demonstrates initiative, and you cut through the clutter.
An Unpredictable Global Marketplace
I asked Robin what gets her up in the morning and keeps her up at night. As for what gets Robin up in the morning, it’s the resilience of her team. Robin has a remarkable story of overcoming challenges with her team and PandaDoc. Between navigating the COVID pandemic and Pandas being impacted by civil unrest and the war in Ukraine, Robin’s team has faced unprecedented challenges in the last two years.
As a result, Robin’s team has grown stronger and more determined to meet challenges head-on. While there is unpredictability as to what is coming next, she knows her team and the organization are going to make it.
Her response to what keeps her up at night - the massively fast-changing environment we live in. She is constantly wondering if PandaDoc is enough steps ahead and what the next thing is going to be due to an unpredictable market and resulting new trends in talent acquisition and retention.
Recap & What’s Next
Overall, there is one major conclusion that we can take from the conversation with Robin – change is constant and increasing at a faster rate than ever before. HR teams have needed to adapt their practices in the past few years because of changes happening around the globe which has driven a shift in trends in recruiting, onboarding, and talent retention.
Next week, we will discuss the importance of supporting the mental well-being of your team. Before then, we want to hear from you about the topics discussed today.
What is the biggest change your company has made in the past couple of years regarding recruitment and retention? How does your organization position itself to attract top talent?
Let us know in the comments!
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