How have you helped your organization acquire, retain or engage new talent?
Our need for skilled workers has continually increased while the pool of skilled workers has decreased. In addition to the traditional forms of recruitment, we have had to get creative in the ways in which we find and retain talent. I have been involved with most of our workforce development initiatives, which include three separate adult-education programs, recruiting from area high school and college-level trade schools, and partnering with the Delaware Justice Center and the Peace by Piece program to reintegrate individuals into the workforce. In order to retain our employees, I have worked with the owners to institute a mentor/mentee program and an aggressive safety program for our field workers, employee satisfaction surveys to give our employees a voice regarding Corrado as an employer, increased training and educational opportunities and structured check-ins to see how new employees are developing. We also now have an active wellness program that includes yearly biometrics and health risk assessments.
How are you measuring the effectiveness of acquisition, retention or growth?
While we only have detailed records of our talent recruitment and retention efforts from 2006 forward, our employee count has increased 360% since then. Since the start of my employment here, our average tenure is 25 years for current employees hired two or more years ago! For the seasonal measurement period this year, we had a 90% retention rate.