-: I'm Regina, I am the talent management specialist
with Memorial Blood Centers.
It is a nonprofit, we supply blood to the hospitals
and to our emergency responders here in Minnesota.
So, essentially, we collect blood from unpaid donors,
we do all the processing, the testing, and the distribution
so that it's ready at the hospitals when people need it.
Well, so I'm the talent management specialist,
so I started off with recruitment, but essentially,
anything that goes into somebody needing to get a job,
that would be screening, going through
the interview process, I help the managers with
interviews themselves, creating the matrices,
and knowing maybe how to assess the conversations
that they're having with the candidates and determine
the best fit for the role, and then, in the last year,
I have started working a little bit more on engagement,
so not just the people coming in the door, but the people
who are there and that are staying, and understanding
a little bit more about that, so right now we're
doing things with their engagement survey which we do
annually, and lotta coaching and training of our leaders
whether it just be something as simple as what's FMLA?
To how do you have a conversation with your employee?
When I first started and I was just doing the hiring,
I was probably having at least 30 phone screens
to 50 phone screens a week, and then probably sitting in
on 25% of the interviews, so we'll just say, maybe
four to six in a week, depending.
And now, I've kinda moved in a little bit more to the
engagement side, and so we have a talent acquisition
specialist that does a lot of those things, and I sit in
right now on the higher-level positions,
the hard-to-fill positions, or any position where
the hiring manager maybe wouldn't have a counterpart
to sit in, and then I also am now participating
on our culture team, which is primarily
leaders within our company.
So they have a lot of great ideas, but what I'm finding
is that they're not really able to make them actionable.
So what we're gonna probably do in this coming year
is look at how do we create a more effective
group of culture teams?
'Cause maybe we don't need three, maybe we can consolidate
and just focus on the people who wanna be there
rather than the people who were told to be there.