Finding & Retaining Top Talent

Peeps for Keeps

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Panelists

Ron SolimonMember of the

Board of DirectorsNCAIED

Chris Welch

Supervisor of Employee

Relations & DevelopmentCherokee Nation

Karla Bylund

OwnerSoaring Bird Solutions

Niki Ramirez

Founder & Principal

Consultant HRAnswers.org

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1. Precipitating Factors

2. Why Recruitment & Retention Programs are Important

3. Recruitment & Retention Program Ideas & Samples

Our Agenda – What we’ll cover today:

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• Member/Citizen of the Pueblo of Laguna• Owner, Solimon Business Development & Strategy LLC• Member and Vice-Chair — Laguna Development 

Corporation, Inc, Board of Directors • Member and Chair — Laguna Community Foundation, 

Inc., Board of Directors• Member, New Mexico State Ethics Commission Board of 

Directors• Member and Incoming Chair, Laguna Colony of 

Albuquerque • Member and Past Chair, National Center for American 

Indian Enterprise Development (“NCAIED”), Inc., Board of Directors 

Ron Solimon, Panel Moderator

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Precipitating Factors

COVID-19 PandemicInitial Shutdowns/Furloughs/Layoffs/Disruptions In EmploymentIncrease in Vacancies/Decrease in Applicants

Companies Paying a Premium to Attract Talent

Sign-on Bonuses Offered ranging from $200 - $5000Creative incentives: referral bonuses, vacation packages, etc.

Payment IncreasesMany Are Choosing To Not Work And Collect Payments

Stimulus Payments & Unemployment Benefit

Non-competitive WagesLocal State Agencies, Municipalities and Businesses are raising minimum wage

Work Site LocationRemote work alternativesWork/Life Balance

Fear of Returning to Work Lingering Fear Of Infection When Working In Frontline Positions

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Sign-on Bonuses – As many companies move to sign-on bonuses, they find the benefits offset the cost. • 76% of employers utilize some sort of sign on bonus to recruit top talent1. • Sign on bonuses create a competitive advantage for organizations, allowing them to stand out from 

their competitors in labor markets. • If there are perceived challenges including a long commute, less competitive pay, or competing 

offers, a sign-on bonus often will swing the candidate's choice in favor of the company.

Positioning as a Employer of Choice - Current job market conditions require that employers "sell themselves" to prospective talent using an attractive compensation package of pay, bonus, incentive, benefits, and workplace culture.1

1 Data from World At Work 2020 survey

Why Recruitment & Retention Programs are Important

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High Cost of Employee Turnover –  vary by wage and role of employee. For example, a study found average costs to replace an employee are2:

16 percent of annual salary for high-turnover, low-paying jobs (earning under $30,000 a year). For example, the cost to replace a $10/hour retail employee would be $3,328.20 percent of annual salary for midrange positions (earning $30,000 to $50,000 a year). For example, the cost to replace a $40k manager would be $8,000.Up to 213 percent of annual salary for highly-educated executive positions. For example, the cost to replace a $100k CEO is $213,000. 

1 https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee 

Why Recruitment & Retention Programs are Important

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•Referral Bonuses Promote Satisfaction from Current & New Employees - Fosters a sense of trust with existing employees and rewards existing employees and attracts new talent.  This places a focus more on interpersonal relationships rather than dollar amounts.3

•Referral Bonus Data Demonstrates Employees Stay Longer -  45% of employees sourced from employee referrals stay for longer than 4 years, and only 25% of employees sourced through job boards stay for over 2 years. Employee Referrals are 4x more likely to be hired.82% of Employees rated Employee Referral above all other sourcing options to yield the best ROI. $7,500 per hired employee referral is the amount save in productivity and sourcing costs.4

3 HR Now 20204 “Employee Referral Statistics You Need to know for 2020” – LinkedIn

Why Recruitment & Retention Programs are Important

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Recruitment

• Sign-on Bonuses• Referral Bonus for New Hire

• Other Incentives (i.e. vacation packages)

• Alternative Pay Options (Direct Deposit, Pay cards, Daily/Weekly Pay)

Retention

• Perfect Attendance Incentive 

• Anniversary Bonus• Referral Bonus for Referring Employee

• Alternative Pay Options (Direct Deposit, Pay cards, Daily/Weekly Pay)

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• Founder of Soaring Bird Solutions LLC• Member of Citizen Potawatomi Nation• Twenty plus years working in Indian Country• Masters of Science in Industrial and Organizational Psychology – Kansas State University

• Certificate in Diversity & Inclusion – Cornell University• Member of SHRM• Member of NNAHRA• Published member of Forbes HR Council

Soaring Bird Solutions LLC• Native American Woman Owned• Compensation & Organizational Analysis• Human Resource Assistance• Training

Karla S Bylund, MS-IO, SHRM-CP

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Post-Pandemic Challenges

Post-pandemic Challenges

Return to work strategies

Re-engaging staff

Attracting new talent

Compensation strategies

Remote work policies

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New NormalNew Normal

Employees are looking for more than just pay: • Mental well being• Flexibility• Purpose• Safety

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Why are organizations struggling to bring employees back? 

Fear

Child Care

Unemployment

Lack of skill sets

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Strategies for hiring and retaining 

employees post-pandemic: 

Assess the foundations• Organizational structure

• Assess value of each position to the organization

• Create a cross-training environment• Job descriptions

• Current• Relevant• Realistic• Career Paths

• Pay• Internal and external equity

• Beyond Pay• Benefits• Leave policies

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Strategies for hiring and retaining 

employees post- 

pandemic:

•Remote Work•Hybrid Work• Flexible Hours

Provide flexible work

Shift the focus to performance

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• Offer Training• Enhance soft skills• Enhance job-specific skills 

• Offer Promotional Opportunities • Mentorships • Internships• Career development

Strategies for hiring and retaining 

employees post- 

pandemic:

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Strategies for hiring and retaining 

employees post- 

pandemic:

Evaluate employee engagement• Surveys• One on one meetings• Focus groups

Act on the data

• Implement changes• Communicate changes

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• Provide a safe environment• Physically• Psychologically 

Strategies for hiring and retaining 

employees post- 

pandemic:

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• 20+ years of human resources, compliance and training experience 

• 15+ years supporting human resources across Native American enterprises and governments 

• Founder, HRAnswers.org • Trained workplace investigator • Certified Tribal HR Professional • Certified, Workplace Diversity, Equity & Inclusion • Bi-lingual (Spanish/English) • Daughter 45 years; Sister 40 years • Wife 21 years • Mom 18 years• Horseback rider • Gardner 

Niki Ramirez, MBA, SHRM-CP/PHR & Tribal HR Professional

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Recruitment – Inspect your systems and processes to ensure that your organization is able to attract and retain a diverse candidate pool. - Where (are you searching)?- When (are you communicating with candidates 

and employees)?- How (what different ways do you communicate 

with candidates and employees)?

Diversity, Equity & Inclusion: A Key to SUCCESS in Recruiting/Retention

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Respecting and inviting differences; allowing and inviting  those from differing backgrounds and perspectives to join the group. - How do you invite people of differing ages,  

backgrounds, abilities, experience, interests etc. to join your organization? 

- How do you highlight diversity in your organization (related to your current team)?

1) Diversity

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Original Image by Craig Froehle, Phd. “Equal treatment doesn’t yield 

equal outcomes” A focus on EQUITY may serve 

us well:§ How do you ensure that your 

candidates and employee get what they need to be successful? 

§ Every candidate and employee does not need the same thing; and deserves the right support and resources.

2) Equity

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Develop programs and practices that have the effect of giving power and voice to typically oppressed groups.- How do you monitor for participation and 

facilitate opportunities for those who are typically marginalized in your organization? 

- What are you doing to make sure that everyone feels included; like they belong?

- What more can you do to build connection across your organization? 

3) Inclusion

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