Stéphanie Lemire

HRBP @ iHR Advisory Services + Twitter newbie 👩🏻‍💻✏️

[Stéphanie Lemire @stephlemire_]

Thankful to these amazing HR professionals for their thoughts + insights today 👀👏🏼

[L-SPARK @LSPARKGlobal]

That’s a wrap! HUGE thank you to all our panelists 🌟

@VanHackMeghan
@tiafomenoff
@stephlemire_
@jeffrey_doucet
@lindsayannejean
Kelvin Shaw @KeynoteGroup
@SarahPo50329977 @OompleFreelance

#SaaSChats #TheHuntForGreatTalent

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal @Glassdoor A9 (2/2) The next 5-10 yrs:

📈 Increased # of orgs retaining recruitment firms to aid in talent hunt
🧐Challenges for HR teams to adapt new tech
💻Stronger AI + algorithm presence for prelim recruitment steps
🎓 Shifting away from degree requirements to specialized experience

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal Q9 (1/2) Tech has brought on several advantages:

💻 Remote work = larger talent pools which allows for employees to be hired from anywhere!

💸 Platforms like @Glassdoor providing salary transparency + employee reviewed company perks for employers to benchmark their offerings

[Stéphanie Lemire @stephlemire_]

@jeffrey_doucet @LSPARKGlobal Love this. Crafting compelling stories + messages is key in recruitment. #SaaSChats

[Stéphanie Lemire @stephlemire_]

@SarahPo50329977 @LSPARKGlobal

[Stéphanie Lemire @stephlemire_]

This here.

[Jeffrey Doucet @jeffrey_doucet]

@LSPARKGlobal A8: I think that the best recruiters are really just great storytellers. Companies that are able to find great talent have a compelling message and stand out in the market. This is something we are constantly working on. #SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal Q8 (2/2) Having a clear, well thought out recruitment strategy will be key for employers this year.

It's also crucial to have an experienced HR who has the ability to represent the org in a way that encourages candidates to continue their candidacy

... that's where we come in!

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal Q8 (1/2) As an HR professional, it is crucial to always be thinking outside the box and even more so in this job market.

We are living in a time where employees can hand pick their perks and have a strong hand in their total compensation.

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@SarahPo50329977 @LSPARKGlobal I totally agree - there is ALWAYS risk in recruitment, no matter the role/industry.

[L-SPARK @LSPARKGlobal]

👏👏👏

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A7 (2/2) Additionally, I feel that paying employees daily can cause your culture + brand to be misrepresented.

This can be a great short-term fix if your org has a specific need, but can cause long-term issues if both parties aren’t loyal to each other and their customers.

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A7 (1/2) Let’s start with the obvious: payroll.

Having employees paid daily would be a nightmare for any payroll professional!

Payroll in itself is a complex task and that’s without the addition of daily submissions + calculations.

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A6 (2/2) For the high tech industry, at a high level, employees are analyzing, designing + developing products which involves long term project planning.

I cannot see a daily payroll working well in this field, as a bi-weekly payroll creates a sense of trust + dependability.

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A6 (1/2) As an HR professional, I like to believe that *almost* anything is possible!

The service industry is a very specific niche. There are many benefits to paying employees daily, and this method can be seen as a positive for both the employee + the employer.

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal Q5 (3/3) In an employee’s market, first impressions can be the difference b/w a candidate continuing their candidacy or choosing to pursue other opportunities.

I fear losing that touch between employer + future employee could be detrimental to hiring right talent.

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal Q5 (2/3) Unless you're working with a firm who truly understands your mission, values and culture, this can easily be lost.

Although you may find talent that fits your needs in terms of hard skills, they may not be a long-term fit if their values + goals don’t align w/ yours.

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A4 (2/2) The idea of taking a job and “sticking it out” until retirement is long gone.

A big portion of new grads entering the workforce are looking for different perks than we are typically used to. They are also always keeping an eye out for the “next best thing.

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A4 (1/2) I think the length of time an employee would conduct an “on-demand” role does not vary much from a “traditional”, permanent employee.

We are currently living in an employee’s market where poaching and job hopping has never been higher...

#SaaSChats

[Stéphanie Lemire @stephlemire_]

@LSPARKGlobal A3 (2/2) When creating recruitment programs, we engage client teams to define culture, identify key responsibilities + requirements.

We design screening + interview guides that incorporate these pieces which ultimately result in talent that fills gaps + are successful long term.