In this episode of the Revenue Builders podcast, John Kaplan and John McMahon talk to Hollie Castro. The Chief Human Resources Officer & SVP, ESG for Yeti, talks about how the company overcame the incredible challenges that they faced during the height of the COVID-19 pandemic. Hollie shares her perspective on how workforce needs have changed post-COVID, as well as how the increasing need to attract Millennial and Gen Z hires calls for a new approach to culture and expectations. She offers her winning tips for how hiring managers can rise to the challenge in order to hire and retain great talent from Millennial, Gen Z, and diverse groups. Additional Resources: Connect With Hollie Castro on LinkedIn | https://www.linkedin.com/in/hollie-castro-mba-nacd-dc-6526452/ Help displaced minorities achieve self-sufficiency | https://www.casamarianella.org/ More about Force Management | https://forc.mx/3waMDDS Weather Recruitment Challenges: Make Your Talent an Advantage | https://forc.mx/3zaLLAz 3 Tactics to Help Managers Retain Top Talent During the Great Resignation | https://forc.mx/3MkbeL6 HIGHLIGHTS How Yeti fared during the height of the COVID-19 pandemic The truth about having Gen Z and Millennials in the workforce How companies can improve their hiring process A diverse workplace requires intentional hiring effort Career paths aren't always linear Be mindful of your ambition vs your constitution QUOTES Hollie: "What we're learning is people want the flexibility but they also like to come back together from time to time to connect and be social. It's a very social culture." Hollie: "How you leave is more important than actually everything you did. Because it's the only thing people will remember about you. So are you honest and transparent? Are you having authentic conversations, are you putting a good plan in place that leaves your team and the organization in the best possible state?" Hollie: "The more clear you are about the thing you're going toward, the better probability you'll have of landing that. In my experience, careers aren't linear. Sometimes things show up and you're like, oh I don't know, this is kinda risky. Do the assessment of your calculated risk but sometimes the most unorthodox thing that shows up will be the thing that is the best growth for you." Hollie: "What happens with people that are really good is an organization will tend to want to give them more, whether it's in their job description or not. If that's not happening for you and you want that, make it known. I always say, nobody cares about your career as much as you do." Check out John McMahon’s book here: https://www.amazon.com/Qualified-Sales-Leader-Proven-Lessons/dp/0578895064
In this episode of the Revenue Builders podcast, John Kaplan and John McMahon talk to Hollie Castro. The Chief Human Resources Officer & SVP, ESG for Yeti, talks about how the company overcame the incredible challenges that they faced during the height of the COVID-19 pandemic.
Hollie shares her perspective on how workforce needs have changed post-COVID, as well as how the increasing need to attract Millennial and Gen Z hires calls for a new approach to culture and expectations. She offers her winning tips for how hiring managers can rise to the challenge in order to hire and retain great talent from Millennial, Gen Z, and diverse groups.
Additional Resources:
HIGHLIGHTS
QUOTES
Hollie: "What we're learning is people want the flexibility but they also like to come back together from time to time to connect and be social. It's a very social culture."
Hollie: "How you leave is more important than actually everything you did. Because it's the only thing people will remember about you. So are you honest and transparent? Are you having authentic conversations, are you putting a good plan in place that leaves your team and the organization in the best possible state?"
Hollie: "The more clear you are about the thing you're going toward, the better probability you'll have of landing that. In my experience, careers aren't linear. Sometimes things show up and you're like, oh I don't know, this is kinda risky. Do the assessment of your calculated risk but sometimes the most unorthodox thing that shows up will be the thing that is the best growth for you."
Hollie: "What happens with people that are really good is an organization will tend to want to give them more, whether it's in their job description or not. If that's not happening for you and you want that, make it known. I always say, nobody cares about your career as much as you do."
Check out John McMahon’s book here:
https://www.amazon.com/Qualified-Sales-Leader-Proven-Lessons/dp/0578895064