Chapter 1: Navigating Uncertain Times

In the face of rising inflation and potential recession, many are questioning whether it’s feasible to expand a business. Kage Spatz, CEO of Spacetwin, engages with successful entrepreneurs and growth specialists to uncover strategies for thriving during economically challenging periods. Today’s discussion features Jessica Robles, Senior Director of Talent Management at DrFirst, a leader in health technology.

Robles brings over 15 years of experience in human resources, specializing in talent acquisition, performance management, and analytics. With a doctorate in industrial and organizational psychology and an MBA, she also contributes her expertise to doctoral committees.

The Journey to Talent Management

Robles began her career in employee training within human services. While pursuing her MBA, she developed a strong interest in data analytics, which shaped her focus on employee development and quality improvement. Encouraged by a mentor to leverage her skills in human resources, she transitioned into talent management. At DrFirst, she utilizes technology and data to foster a people-first approach to managing human capital.

Lessons from Experience

A memorable moment in Robles' career occurred when she accepted a position as the head of talent acquisition for a major national firm. Initially thrilled, she soon found the long commute and extended hours took a toll on her well-being. Ultimately, she prioritized her family and mental health over the allure of a prestigious position, leading to a more balanced work-life situation at DrFirst, where she now oversees talent initiatives.

Chapter 2: Innovative Talent Management

Embracing Remote Work

Currently, Robles is spearheading a project called "Remote First at DrFirst." The initiative aims to create a digital culture that effectively engages employees while addressing the unique challenges of remote work. Their Remote Work Playbook serves as a guide, focusing on key aspects like communication and employee well-being. The results of their 2024 Employee Engagement Survey showed that 87% of employees felt the remote approach positively impacted their well-being.

Effective Hiring Techniques

When it comes to filling positions, Robles emphasizes five key strategies:

1. Detailed Job Profiles: Crafting comprehensive job profiles that highlight essential skills and attributes is crucial. For instance, when hiring a customer support representative, insights from top performers are utilized to create an ideal candidate profile.
2. Behavioral and Cognitive Assessments: Integrating assessments into the hiring process helps determine candidate alignment with job requirements. This ensures that selected individuals are likely to excel in their roles.
3. Values Matching: Robles prioritizes candidates whose values align with DrFirst’s culture, enhancing the likelihood of successful integration into the team.
4. Skill-Based Testing: For technical roles, skill-based assessments confirm that candidates possess the necessary capabilities, ensuring they can meet job demands.
5. Portfolio Review: Reviewing tangible work examples allows for a deeper understanding of a candidate's potential contributions.

Attracting Passive Candidates

To engage top talent who may not be actively seeking new opportunities, Robles advocates for:

• Proactive Networking: Building genuine relationships through social media platforms like LinkedIn, rather than sending generic requests.
• Personalized Outreach: Shifting from cold calls to tailored emails and texts, showcasing an understanding of the candidate’s experiences.
• Unique Employer Value Proposition: Clearly communicating what sets DrFirst apart, including their commitment to innovation and work-life balance, enhances their appeal to potential hires.

Retention Strategies

DrFirst employs three primary strategies to retain employees:

1. Total Rewards: Competitive compensation packages and benefits that meet employees' needs foster loyalty.
2. Growth Opportunities: Clearly defined career paths encourage employees to develop their skills and pursue their aspirations.
3. Strong Company Culture: A values-driven culture that emphasizes trust and partnership creates a supportive environment for employees.

Staying Ahead of Trends

Robles believes that HR professionals must stay informed about emerging trends, such as remote work models, to remain effective. Adapting policies and practices to support flexible work arrangements is vital for maintaining employee satisfaction.

Cost-Effective Value Enhancements

To enhance employee value without significant financial investment, Robles suggests:

• Flexible Work Arrangements: Offering employees control over their schedules can significantly improve job satisfaction.
• Wellness Initiatives: Programs that promote physical and mental health demonstrate care for employee well-being.
• Social Events and Team Building: Organizing low-cost events fosters connections among employees, enhancing overall engagement.

Inspiring Future Generations

Robles envisions a movement to reform education, ensuring that students acquire essential life skills alongside academic knowledge. By integrating practical experiences into the curriculum, students would be better prepared for adult life, enabling them to thrive in their careers.

Personal Reflections

Robles cherishes the quote by Charles R. Swindoll: "Life is 10% what happens to us and 90% how we react to it." This perspective has guided her through various challenges, reinforcing the importance of attitude and resilience.

A Desired Lunch Companion

If given the chance, Robles would love to share a meal with Brené Brown, whose insights on vulnerability and empathy resonate deeply with her values.

Thank you, Jessica Robles, for sharing your insights on talent management and employee engagement with us today.