How are you attracting and retaining employees with the staffing shortage?

500 Marguerite Oestreicher

Marguerite Oestreicher

Executive Director
New Orleans Area Habitat for Humanity

Like many employers, we upped our starting wage to $15 per hour two years ago, but we’ve recognized that retention involves a great deal more than wages. Creating and maintaining a culture of innovation that is not top-down, and that provides opportunities for career growth and opportunity is a high priority. One thing we are looking at is providing staff housing. Housing without roommates is out of reach for many of our employees, so I see this as a logical next step. We’re also looking at an exchange program so our construction team might travel to another affiliate and work there when high heat makes working outdoors here less feasible.

 

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500 Stevens Gordon

We have increased employee benefits and raised pay scales. We pay bonuses to current employees who find new employees for us. We carry referral business cards to give to anyone we meet who could be a potentially good employee.

Gordon Stevens, president/CEO of New Orleans Steamboat Company and Gray Line Tours

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Entergy’s Energy Smart Program Brings Cost Conscious Innovation to New Orleans

Offering comprehensive energy efficiency at no cost to the consumer, Entergy’s Energy Smart program incentivizes Entergy New Orleans customers to perform energy-saving upgrades in...

 


 

500 Tomyura

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Tom Yura

COO
Cornerstone Chemical Company

A broad approach is needed to attract and retain top manufacturing talent in a very competitive market. It’s no longer just pay and benefits. We are focusing more holistically on the ‘employee experience.’ More than ever, employees need to connect with the company they are working with and the leaders within the company. From recruiting, onboarding, flexible work arrangements, wellness programs, active community engagement, and meaningful roles, all aspects of the employee experience need to be addressed. Succession planning and hiring talented people into an organization opportunistically, not just filling a job posting to fill a vacancy, is one way to stay ahead of hiring needs rather than playing catch-up.

 


 

500 Stephenhales

Stephen Hales

Founder, Hales Pediatrics 
Director, Fidelity Homestead Savings Bank

The extraordinary demands of the past years have challenged every hospital and health care system. To attract and retain the best health care professionals, hospitals must build a healthy and supportive culture and understand and reward employees’ priorities and needs. It isn’t just about base compensation.

 


 

500 Joeeagan

Joe Eagan

General Manager
Service Corporation International

We are fortunate to have some of the best in the local region currently working with us. Creating a culture where people feel engaged, appreciated and comfortable is always something we strive to maintain. We have been honored with several awards for our workplace culture in recent years.

 


 

500 Tucker Iam

Iam Tucker

President/CEO/Owner
ILSI Engineering

We have offered current employees a cash stipend if they recommend a candidate for employment in one of our open positions who ultimately gets hired and makes it past the probationary period. I told them I want more candidates that are just like them. I have an awesome team! I have definitely had to shell out some money, but it’s totally worth it to gain quality candidates that do good work. Good, qualified people are hard to find!

 


 

Word on the Street
New Orleans 500 Survey

News from the top Each month, we ask the top business professionals featured in the New Orleans 500 to weigh in on issues impacting the New Orleans business community. Have an idea for a survey question for the New Orleans 500? Email rich@bizneworleans.com.

 


 

For more thoughts from local business leaders on this topic, visit BizNewOrleans.com/500 and scroll down to the latest New Orleans 500 Survey

 

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