Broadleaf's Lynne Marie Finn shares advice on how to alleviate burnout within your HR department. Engaging an outside partner who can take on some of your talent acquisition needs can allow your HR staff to focus on other important initiatives.

Broadleaf President and CEO Lynne Marie Finn suggests identifying high-potential women in your organization and providing them with targeted training and experience to expedite their professional development.

In a Forbes HR Council article, Broadleaf President and CEO Lynne Marie Finn encourages managers to utilize online resources like LinkedIn Learning. Employees can engage in bite-sized development opportunities at their convenience rather than sitting through mandated training sessions. Training paths can be created for employees based on job responsibilities, and staff can also pursue their own training interests to further their professional development.

Considering the increasingly diverse makeup of today’s workforce, HR leaders should recognize differences in how people manage and resolve conflicts. Take time to understand individual preferences regarding communication style, emotional intelligence, empathy and problem-solving. This demonstrates an openness to a more individualized approach to employee relations and helps employees feel heard.

Broadleaf President and CEO Lynne Marie Finn shares valuable advice to help new recruiters and HR managers improve their interviewing and candidate screening abilities. According to Finn, it is vital for recruiters to maintain an open mind during the candidate selection process.

When a new employee is hired, the company's onboarding process sets the tone for their journey. In a Forbes HR Council article, Lynne Marie Finn shares how Broadleaf ensures a positive experience for new hires from day one.

In a Forbes HR Council piece, Broadleaf President and CEO Lynne Marie Finn shares how pay transparency benefits all workers and can help attract and retain women in the C-suite by closing the pay gap.

Broadleaf's Lynne Marie Finn spoke with SHRM about pay transparency and how it can help close the gender pay gap: "Information is power, obviously, so if pay transparency laws require salary disclosures, it gives women information on what the marketplace says about what a position is worth."

Lynne Marie Finn, President and CEO of Broadleaf Results, has been named a 2023 HRO Today Provider Superstar. The recognition is awarded to human resources providers, practitioners, and advisors who are helping to transform the field nationwide.

Lynne Marie Finn, President and CEO of Broadleaf Results, was named to Buffalo Business First’s Power 200 Women list for the seventh time. This annual distinction recognizes our community’s most influential female leaders whose talent and influence fuel significant economic, social, and cultural growth.

Broadleaf CEO Lynne Marie Finn was interviewed by Business First on the new wage transparency law and the widening of the wage gap.

Broadleaf CEO Lynne Marie Finn wrote an article for Forbes.com on the benefits of pay transparency laws and how they will help close the pay gap.

"Follow Labor Leaders On Social Media: To keep on top of labor laws, you can follow labor leaders on LinkedIn. Some of them (like Jon Hyman and Eric Meyer) have content that is very entertaining, which helps! It's also good to develop a relationship with one or two trusted law firms with expertise in employment law as they typically send out email alerts when labor laws are about to change or a significant case is decided."

"Standing up to them is easier said than done, especially if it's your boss, but bullies need to be stopped. You should communicate your problem with their behavior in a professional manner and calmly discuss a possible resolution with them. They may be unaware of their bad conduct. If that doesn't work, then escalate to HR. Coworkers will be grateful as they may have been bullied by them too."

"One way to amplify the contributions of women of color in an organization is to provide an expedited career path toward promotion, with necessary development and training provided to prepare them for their new role. Seeing women of color rise through the ranks speaks volumes about an organization's commitment to diversity and inclusion and provides role models for other women of color."

In this case study, you’ll learn the benefits and challenges of expanding into a total talent solution for organizations with an existing recruitment process outsourcing model.

"The primary benefit of TTM is that it integrates direct hire and contingent staffing talent solutions to create a holistic approach to workforce management. This allows organizations to make resourcing decisions and align the right talent, which is based on the task at hand, regardless of resource type, instead of being constrained by traditional talent silos. It will also result in a higher quality of hires."

"We have successfully utilized suppliers to provide specific training to employees. As small and medium-sized enterprises in their fields, they often provide free or low-cost sessions on the latest trends and best practices. Our staff gains valuable insights to continue their job growth, suppliers become a more trusted partner and we provide opportunities for ongoing training that helps with staff retention. It's a win-win-win!"

The kind of relationship a staffing company establishes with candidates is crucial to their success in getting great candidates to even consider your opening. If the candidates have a positive recruiting experience from first contact to offer, and they trust the agency is truly trying to find the best position for them, the staffing company will be successful in filling your positions.

Broadleaf was interviewed by RPOA as part of the RPO Expert Series. They covered the impact of COVID on RPO agreements, recruitment, and the overall workforce.

Broadleaf was interviewed by RPOA and discussed tactics of RPO specific to attracting and retaining talent and the use of recruitment technology to improve hiring performance.

"Tell a story during the presentation that relates to the information you want to share. Stories are remembered more than straight data and it makes the presenter more genuine and relatable. You need to make sure the story conveys the right message for your audience. Using humor often helps. Rehearse the story with coworkers or friends to make sure it resonates and has the intended impact."

“I have to imagine they’ve done research on the demographics in this region and the ability to hire, or they wouldn’t have moved forward with the project. This is a very large-scale project, and the thing is, Amazon has done it before, so they know it’s a big lift. It will be interesting to see if they use local recruitment agencies to assist in that. I think they should approach this challenge by utilizing both internal and external hiring resources.”

"One way to identify and address sexual harassment in the workplace, so employees are safe, is to create a culture where employees know that their complaints will be taken seriously, fully and timely investigated and fairly resolved. It is essential to respect all complainants, resolve to keep an open mind during the investigation and apply workplace policies uniformly and fairly to all."

"I have gone with my gut to hire candidates that weren't the best fit on paper. More often than not, it worked out, although my colleagues were skeptical until the hire had proven themselves. I've also done the reverse—didn't hire someone because they didn't feel authentic, despite others in the organization wanting to make the hire. Again, it turned out to be the right call."

Lynne Marie Finn, president and CEO of Broadleaf Results Inc., an Aleron workforce management company, said some employers are “desperate” to find workers. “Companies are turning to outside resources to try to fill positions,” she said. “The labor market is so tight. And for staffing companies, I don’t know if they’ve ever been busier than they are right now.”

"With employment numbers rising and unemployment claims declining, U.S. businesses are preparing for a large-scale hiring initiative in the months ahead. But as recruiting demands continue to grow and the “great rehire” takes off, is your internal talent acquisition team prepared for what’s to come? Do you have the resources on hand to support your organization’s talent needs?"

“Let staff members get to know you and each other. Be willing to share personal information about yourself. At social work events, I ask “table questions” such as, “If you wrote a book, what would the title be?” You learn a lot about people! Some people feel uncomfortable sharing at first, but once we get started they really get into it and it opens up topics for further conversation.”

“Your employees are your brand ambassadors—they define your employer brand. We’ve found it successful to interview staff who are willing to authentically articulate their company journey in either a simple blog or informal video. Their story is posted on our website and social media for candidates (and clients) to see. These staff spotlights have proven to be a great candidate-attraction tactic.”

“To get a top grad to accept your offer, you need to clearly lay out what the projected career path will be, not just what the job entails now. What skills will they learn along the way? What will the next opportunity be and the one after that—and in what time frame?”

“Following proper business etiquette will make an applicant stand out. Display good manners and proper grammar in all of your verbal and written communications and personalize messages. Make sure your appearance, in-person or online, is business-appropriate for the job. Send a handwritten thank-you note after an interview. These actions will surely set you apart from other applicants.”

“Accessing source-of-hire analytics can improve decision making on how to spend valuable recruitment advertising budgets to maximize return on investment. Also, gaining insight into new-hire performance and turnover trends is key to measuring the effectiveness of recruiting strategies. Organizations should prioritize quality over quantity of candidates when it comes to recruitment marketing.”

“Sponsor community events for organizations that your employees care about. Giving back to your community is a strong endorsement of your positive company culture and will resonate with potential candidates. Post all activities on social media for wider exposure.”

“It’s simple—feature pet pictures and stories on why the team member’s pet is so “special.” It’s a nice break from the fast pace. Even employees like me who are not pet owners enjoy hearing our co-workers brag about their pet’s cuteness or talents. Our company has gotten some fierce rivalries going on this front!”