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#168 - Rehiring with Success: Uncovering the Advantages of Bringing Back Former Employees
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On this episode of The ASHHRA Podcast, our guest Paul Neagle, Chief Operating Officer at OrthoCarolina, dives deep into the importance of operations in HR. He shares his experiences in tackling a talent crisis, where 120 open positions were causing recruiting struggles. Paul's organization had to think outside the box to attract candidates during a competitive hiring period, where higher wages and sign-on bonuses were being offered elsewhere.
Creative talent acquisition and retention became crucial in staying competitive, and Paul emphasizes the value of alumni status in the organization. He believes that people leaving the organization should be viewed differently, taking into account family situations and scheduling conflicts. HR needs to have more conversations with employees about their needs and concerns, considering alternative schedules to support single parents and offering diverse shifts and benefits.
Paul also highlights the importance of operations within the organization and suggests that HR should report to the Chief Operating Officer (COO) to have a direct line to operations. He himself has taken on a new role where HR reports directly to him, and he expresses excitement in having HR at the table and valuing their contributions. Improving staff training, onboarding, and ongoing training for employees at different levels of tenure are areas of focus.
Having a foundational understanding of the organization's operations is also crucial for HR representatives when answering candidate questions during the interview process. This helps demonstrate to candidates that HR is knowledgeable and informed about the organization.
The episode concludes with Paul's desire to broaden unity within the organization, acknowledging that the biggest asset is its people. He encourages HR team members to interact within the organization, understand the differences between multiple clinics in different locations, and be present even when there are no problems to dispel the negative perception often associated with HR's presence.
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By Robert "Bo" Brabo and Luke Carignan
4.9
2828 ratings
Send us a text
On this episode of The ASHHRA Podcast, our guest Paul Neagle, Chief Operating Officer at OrthoCarolina, dives deep into the importance of operations in HR. He shares his experiences in tackling a talent crisis, where 120 open positions were causing recruiting struggles. Paul's organization had to think outside the box to attract candidates during a competitive hiring period, where higher wages and sign-on bonuses were being offered elsewhere.
Creative talent acquisition and retention became crucial in staying competitive, and Paul emphasizes the value of alumni status in the organization. He believes that people leaving the organization should be viewed differently, taking into account family situations and scheduling conflicts. HR needs to have more conversations with employees about their needs and concerns, considering alternative schedules to support single parents and offering diverse shifts and benefits.
Paul also highlights the importance of operations within the organization and suggests that HR should report to the Chief Operating Officer (COO) to have a direct line to operations. He himself has taken on a new role where HR reports directly to him, and he expresses excitement in having HR at the table and valuing their contributions. Improving staff training, onboarding, and ongoing training for employees at different levels of tenure are areas of focus.
Having a foundational understanding of the organization's operations is also crucial for HR representatives when answering candidate questions during the interview process. This helps demonstrate to candidates that HR is knowledgeable and informed about the organization.
The episode concludes with Paul's desire to broaden unity within the organization, acknowledging that the biggest asset is its people. He encourages HR team members to interact within the organization, understand the differences between multiple clinics in different locations, and be present even when there are no problems to dispel the negative perception often associated with HR's presence.