WEBVTT 1 00:00:00.290 --> 00:00:02.840 I'm Regina, I am the talent management specialist 2 00:00:02.840 --> 00:00:04.610 with Memorial Blood Centers. 3 00:00:04.610 --> 00:00:08.670 line:15% It is a nonprofit, we supply blood to the hospitals 4 00:00:08.670 --> 00:00:11.333 line:15% and to our emergency responders here in Minnesota. 5 00:00:12.330 --> 00:00:14.890 line:15% So, essentially, we collect blood from unpaid donors, 6 00:00:14.890 --> 00:00:18.220 line:15% we do all the processing, the testing, and the distribution 7 00:00:18.220 --> 00:00:20.540 so that it's ready at the hospitals when people need it. 8 00:00:20.540 --> 00:00:22.420 Well, so I'm the talent management specialist, 9 00:00:22.420 --> 00:00:25.910 so I started off with recruitment, but essentially, 10 00:00:25.910 --> 00:00:29.040 anything that goes into somebody needing to get a job, 11 00:00:29.040 --> 00:00:31.140 that would be screening, going through 12 00:00:31.140 --> 00:00:33.580 line:15% the interview process, I help the managers with 13 00:00:33.580 --> 00:00:36.240 line:15% interviews themselves, creating the matrices, 14 00:00:36.240 --> 00:00:39.490 line:15% and knowing maybe how to assess the conversations 15 00:00:39.490 --> 00:00:41.270 line:15% that they're having with the candidates and determine 16 00:00:41.270 --> 00:00:44.650 line:15% the best fit for the role, and then, in the last year, 17 00:00:44.650 --> 00:00:47.630 I have started working a little bit more on engagement, 18 00:00:47.630 --> 00:00:49.720 so not just the people coming in the door, but the people 19 00:00:49.720 --> 00:00:52.040 who are there and that are staying, and understanding 20 00:00:52.040 --> 00:00:53.830 a little bit more about that, so right now we're 21 00:00:53.830 --> 00:00:56.270 doing things with their engagement survey which we do 22 00:00:56.270 --> 00:01:00.490 annually, and lotta coaching and training of our leaders 23 00:01:00.490 --> 00:01:03.160 whether it just be something as simple as what's FMLA? 24 00:01:03.160 --> 00:01:07.670 To how do you have a conversation with your employee? 25 00:01:07.670 --> 00:01:10.140 When I first started and I was just doing the hiring, 26 00:01:10.140 --> 00:01:15.140 line:15% I was probably having at least 30 phone screens 27 00:01:15.220 --> 00:01:19.410 line:15% to 50 phone screens a week, and then probably sitting in 28 00:01:19.410 --> 00:01:24.320 line:15% on 25% of the interviews, so we'll just say, maybe 29 00:01:24.320 --> 00:01:26.090 four to six in a week, depending. 30 00:01:26.090 --> 00:01:28.800 And now, I've kinda moved in a little bit more to the 31 00:01:28.800 --> 00:01:30.890 engagement side, and so we have a talent acquisition 32 00:01:30.890 --> 00:01:33.990 specialist that does a lot of those things, and I sit in 33 00:01:33.990 --> 00:01:36.430 right now on the higher-level positions, 34 00:01:36.430 --> 00:01:39.500 the hard-to-fill positions, or any position where 35 00:01:39.500 --> 00:01:41.730 the hiring manager maybe wouldn't have a counterpart 36 00:01:41.730 --> 00:01:45.100 to sit in, and then I also am now participating 37 00:01:45.100 --> 00:01:47.230 on our culture team, which is primarily 38 00:01:47.230 --> 00:01:49.130 leaders within our company. 39 00:01:49.130 --> 00:01:51.050 So they have a lot of great ideas, but what I'm finding 40 00:01:51.050 --> 00:01:53.370 line:15% is that they're not really able to make them actionable. 41 00:01:53.370 --> 00:01:55.420 line:15% So what we're gonna probably do in this coming year 42 00:01:55.420 --> 00:01:59.490 line:15% is look at how do we create a more effective 43 00:01:59.490 --> 00:02:00.480 line:15% group of culture teams? 44 00:02:00.480 --> 00:02:02.920 line:15% 'Cause maybe we don't need three, maybe we can consolidate 45 00:02:02.920 --> 00:02:04.770 and just focus on the people who wanna be there 46 00:02:04.770 --> 00:02:07.183 rather than the people who were told to be there.