Talk Talent To Me
Wellthy Head of Talent Lifecycle Erica Maureen Carder
The episode features an interview with Maureen Carter, the head of Talent Lifecycle at Wealthy Erica. Maureen discusses her background in process improvement, HR, and recruitment, and her desire to work for a mission-driven company. The episode covers topics such as caregiving, recruiting processes, employee engagement, alignment with organizational values, remote work challenges, and strategies for creating an engaged workforce.
Importance of Alignment
Employees who align with the organization's values are more likely to be engaged and promote the company.
Multiple strategies are needed to create an engaged workforce. Engagement can involve feeling heard, receiving feedback, or having a growth path within the organization.
Recruitment and Engagement
Recruitment plays a significant role in the candidate's journey and should identify weaknesses and potential growth paths. Candidates who show adaptability and a desire to learn multiple skills are valuable for smaller organizations.
00:06 - 07:51
- The podcast features interviews with elite talent leaders in modern recruiting.
- The host wants to understand the themes of someone's life and how they make decisions.
- Talent acquisition is a fantastic career that involves working with various levels of an organization.
- The guest, Maureen Carter, is the head of Talent Lifecycle at Wealthy Erica.
- Maureen is attending a learning and development conference focused on leadership development training.
- Most attendees at the event are L&D specific folks who work in instructional design or leadership development training programs.
- Smaller to medium-sized companies often don't have dedicated L&D functions and rely on talent professionals to handle it.
- Investing in tools and building a team can help smaller companies improve employee engagement through learning and development.
- Talent professionals at smaller companies often take on multiple roles, including recruiting, HR, and L&D.
- Maureen's background started in process improvement before transitioning into HR and recruitment.
- She worked in medical affairs and credentialing before joining a tech startup where she developed an HR department.
- Maureen wanted to work for a mission-driven company like Wealthy Erica because of her experience as a caregiver for her grandfather.
Caregiving and Recruitment
07:22 - 15:11
- Realized the importance of being a caregiver and navigating unfamiliar territory
- Joined Wealthy to set up processes focused on recruiting and candidate experience
- Desire to educate people in their work arena and provide growth opportunities
- Building a roadmap for utilizing current skills and leveraging future skills
- Identifying disengaged employees who deliver at a high level
- Understanding reasons for disengagement and addressing them proactively
- Avoiding letting employees tread water to prevent negative impact on the organization
- Promoting a positive work environment where people value their work
Engagement and Alignment
14:53 - 22:19
- Employees who stop growing individually may become disengaged and seek opportunities elsewhere.
- Organizations should communicate their core mission and values to potential candidates and employees.
- Employees who align with the organization's values are more likely to be engaged and promote the company.
- Every role in a business is crucial, and employees should have a passion for their work.
- Being a good employee involves more than just doing the immediate tasks assigned; it includes promoting the company and generating referrals.
- Remote work can make it easier for employees to be disengaged, but organizations need to find ways to keep them engaged.
- Engagement strategies should consider the baseline of the organization's employees and cater to different generations' needs.
- Engagement can involve feeling heard, receiving feedback, or having a growth path within the organization.
Employee Engagement Strategies
22:00 - 29:37
- Engagement can vary for different employees, some may just want to feel heard while others may seek a growth path or connection.
- Multiple strategies are needed to create an engaged workforce.
- Hiring managers should find out what engagement means to disengaged employees and address their expectations.
- Recruitment plays a significant role in the candidate's journey and should identify weaknesses and potential growth paths.
- Candidates who show adaptability and a desire to learn multiple skills are valuable for smaller organizations.
- The goal is to build an organization where employee development is prioritized over performance reviews and weeding out people.