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By Serena Robinson
We sat down with Canopy Human Resources expert, Chelle Johnson, to learn about her approach to consulting, her take on recruiting, and where she sees needs and pain points for companies.
When you meet with a new company, what do you start by asking?
Some of the first things I ask clients are what are your pain points, what are your Sunday scaries, what keeps you up at night, and what problems can we solve today to help with revenue.
Recruiters begin problem solving with questions like what is your turnover rate and why are people leaving, how do you actively retain and engage your employees, are you open to hybrid and remote work, and when was the last time you did an employee engagement survey to really listen to your employees.
What are you seeing in the world of recruiting these days?
For companies, pertaining to the fact that the workforce is changing with about 4-5 million people per month resigning and remote or hybrid work being almost expected, companies need to be open to adapting their work requirements and be prepared to confront what workers are asking for.
For people, because of the shift towards remote work, networking is more important than ever because companies are looking at a global talent pipeline not just within their city, state, or the US anymore.
What are some common pain points for companies at the moment?
Pain points I’m seeing for companies include things like how companies are starting to call workers back to the office and strict work hours and people are not wanting to go back to business as it was. In response to worker’s preferences now, there are some types of companies that are just not easily switched to remote or hybrid and that’s a pain point for them. The supply chain issues are also making work harder and making it take longer and those are pain points. Then there’s also the labor shortage to manage – what was once acceptable, employers saying ‘this is how it will be,’ is not the case anymore with employees gaining more of a voice regarding what is acceptable to them.
The advice that I would give companies in today’s labor market is to be open to anyone who has the right attitude no matter what age they are or what background they come from. If they don’t have a degree that’s ok, do they have the life experience that could make up for it instead? A lot of companies are switching to skill-based job descriptions over specific experience which is great but it is a slow shift.
A personal note or something you’re passionate about?
I like to think, how do you amplify your awesome – how do you go from negative thoughts and fear-based living to soul inspired, heart centered, focus on your life and what you’re doing.
