The pair met via Zoom once a week for several weeks to discuss solutions to her biggest staffing challenges. Their conversations led Scott to"think about talent acquisition the same way I think about customer acquisition," she said."I needed to build a pipeline."
Bernard Coleman III, chief diversity and engagement officer at Gusto, helped Scott come up with new ways to find great candidates for her business such as a way to test candidates' skills in real time."That was a fun idea we workshopped together," Coleman said. Coleman added he also shared a job-posting template from Gusto with Scott to help her revamp her open roles to include more specific descriptions of job duties and expectations.
So far, she said, she's hosted two hackathons and plans to hold them monthly in the future. She also plans to create videos about the program to include on her website. Scott is continuing to work on finding her next great employee using the ideas she and Coleman came up with.Developing a content calendar and placing thought-leadership content in national media are other ideas the pair came up with to expand her network, Scott said."It would appeal both to potential clients and potential team members."While she hasn't found any new employees yet using updated new process, Scott said, she's confident about the long term.
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