Ruthie Lee Esene, President and CEO
Recruitment and retention are two sides of the same coin, and not many realize this. There exists a thin line between the two that creates a big difference in the way organizations manage talent. Often, in their attempt to build a cohesive, efficient, and productive workforce, businesses focus solely on recruitment and spend all of their time, energy, and resources hiring new employees. In the process, they tend to overlook an equally important aspect: retaining existing employees. This results in a continuous cycle where employees don’t stay for long, and employers have to constantly recruit new people.
To break the mold, there needs to be a shift from just tactical ‘hiring’ to strategic talent acquisition where placement, training, engaging, and retention of great talent are all priorities. Instead of wondering: “Is this person going to be a good fit for this position?” businesses should ask the question: “Is this person not only a good fit for this position, but also for the organization as a whole?” This is where Texas-based Sirvist HRC emerges as a clear winner.
Sirvist HRC specializes in helping companies realize profitability by leveraging and maximizing the strength of their human capital. The firm provides a unique combination of talent management expertise with an award-winning, metricsdriven performance management system to help its clients create an entrepreneurial workforce based on measurable and mutual performance accountability. “We are all about sowing seeds and sustaining people in an organization, as we manage some of the specifics that our clients require, which is diversity and inclusion,” says Ruthie Lee Esene, Sirvist HRC’s president and CEO.
Since founding the company in 2016, Ruthie, SPHR, SHRMCP, HRPM, has carefully knitted Sirvist HRC as a strategic talent acquisition and human resources consultancy firm, leveraging her 15 years of industry expertise and experience in various areas spanning high-level organizational development, workforce planning, retention program development, talent acquisition, training and development, payroll, and outplacement services, among others. “Finding and managing talent is an essential yet daunting task. We offer a non-judgmental behavioral strengths and motivational drive assessment technology and Personal Strengths Inventory (PSI), which helps businesses create a more cohesive team that is aligned and positioned to succeed from the pre-employment stages through engagement and retention phases of talent acquisition,” remarks Ruthie.
Unlike most familiar ‘personality tests’ or assessments that merely categorize people into ‘boxes,’ PSI objectively measures seven common interpersonal behaviors and four preferred work-related priorities, helping recruiters strategically match the right talent to each role.
As a knowledgeable consultancy partner, we help clients strategically frame their talent acquisition process, employee training and development, as well as engagement strategies
The assessment tool uncovers the different behavioral strengths of individuals and how they can impact the work and team, offers insights into improving communication with individuals and the team as a whole, and facilitates a more customized and quality work style feedback for the talent of an organization. “It gauges what people do naturally well and helps get the best out of them. It is not a forced fit. In other words, it defines individual strengths, explains interpersonal differences, eliminates judgment, develops trust, and builds collaborative relationships,” adds Ruthie.
Building a clear job description lays the foundation of an effective recruitment process as it allows employers to make informed hiring decisions regarding recruitment strategies that clearly outline to applicants their roles and responsibilities. Offering a peek into their consultative approach, Ruthie explains, “The first step is we look into the client’s job description and identify the skillsets that are needed but missing. Because companies are dynamic and skillsets are changing, we want to know exactly what the client lacks and then leverage that information for hiring and training.” Furthermore, the team gathers information from existing employees, putting forth questions about how they manage their responsibilities, why they do it in a particular way, and worst-case scenarios to revamp training initiatives. After a clear description is laid out, the team moves on to the next crucial step: candidate screening. Using PSI, Sirvist HRC automatically builds candidate profiles. The assessment highlights areas of improvement if any. PSI empowers managers to manage talent more effectively and in an unbiased manner through improved and customized management techniques specific to the talent being managed. “As a knowledgeable consultancy partner, we help clients strategically frame their talent acquisition process, employee training and development, as well as engagement strategies,” asserts Ruthie.
Besides, what truly sets Sirvist HRC apart from its competitors is its close alignment to cultivating an inclusive and diverse workplace. The company assists clients in putting to place a well-proofed diversity and inclusion strategy that attracts top talent as well as drives innovative results. “We don’t want to move away from getting qualified candidates regardless of their ethnicity and gender. No matter what, we will stick to the path where we strive to connect qualified candidates to the right employers,” informs Ruthie.
Already creating ripples in the HR landscape, Sirvist HRC will continue to add value and foster partnerships with business leaders, managers, teams, and the community to create a culture of candor and transparency where all stakeholders trust, respect, and leverage their differences for the common good. Alongside, the team plans to get leaders involved with its PSI to broaden their understanding of recruitment to attract top talent and drive innovative results. “We aim to develop a relationship-driven work culture where managers and employees understand, accept, and thrive on personal responsibility,” wraps up Ruthie.