Video: 10 Questions with WilsonHCG's Marisol Hughes

[TITLE CARD] 10 questions with WilsonHCG's Marisol Hughes

 

Listen and learn as much as you can. Don't try to jump in and do too much. Just take it all in, and use the resources and people you have around you.

 

Well my mom was a judge, so the law became a big part of my life since birth. But it also showed me right away that I didn't want anything to do with courtrooms or litigation. I also recruited when I was first out of college, so being in-house counsel for an RPO and a recruiting company married my two passions; recruiting and HR and everything that goes along with that as well as the law.

 

So I am currently reading a memoir-type book and I have it here. It's called "I'm still Here; Black Dignity in a World Made for Whiteness." It's kind of a loaded topic but it's so interesting. It's about the author growing up as a Black Christian female in America, and her struggles and trials and tribulations. Now she is a leader in racial justice. So it's a very interesting read.

 

I would say listen to your employees, they know what they want best. So don't overcomplicate it with too many programs and initiatives and contests, really look to your employees to lead your wellness community, and take their suggestions, and then do your best to be a catalyst to make it happen.

 

I think WilsonHCG was in a very unique scenario because we were already over half virtual in terms of our workforce globally, so we already had all the infrastructure. I think we did a great job getting all of our office employees the equipment and the things they needed, but there was no change or hiccup in terms of client support or service, so it was actually an easier transition logistically for us. Obviously, the mental health and all that other stuff that COVID brought upon our employees is something that we've really focused on the past four or five months now, so that's been more where we had to pivot a little bit in our approach, and be much more open and supportive with our employees. But our client service has remained the same and we're still offering that white glove approach.

 

First of all, you have to throw all of your ideas about work-from-home policies and remote policies you had before COVID out the window, because this has changed everything. Now more than ever, you have to offer flexibility, be supportive of your employees, and the goal should be "How do I set my employees up in the best way to do their job," versus "What do I want this to look like as an employer." So it's all about flexibility and support.

 

Always iced. Either cold brew with a shot of hazelnut, or a good old-fashioned French vanilla iced latte.

 

It's evolved tremendously the past five years, mostly based on technology. Things like increased AI. machine learning, those things have come in and completely transformed the way recruitment is done. Everything from the way sourcing is done to the way you contact candidates, so it has evolved very, very quickly.

 

Definitely the pool. Swimming in the pool. Laying by the pool. Being in the pool.

 

I think organizations just need to listen, give employees a lot of opportunities to give feedback, whether it's through a formal survey or just asking questions, checking in, being flexible with scheduling and hours, things like that. And just really always being that ear. Maybe not bothering your employees 24/7 to make sure they're okay, but having a good balance of asking for feedback and sitting back and listening.