Hi, my name is Candice Elliot. I am a community-driven human resources strategist. I use an approach that's called the wholistic human resources approach. What that means is that I work with entrepreneurs to build HR systems that are founded in their values and their truth that help [00:00:30] them attract and keep their ideal and awesome employees and that also help them to reduce their risk, because employment can be a risky thing. We use best practices to mitigate that risk. In this video today, I'm going to be describing what a wholistic human resources process looks like. There's three main parts that we'll talk about so that you can better understand this approach, and if it would be [00:01:00] a good fit for you and your company.
Number one. The first thing about this process is that we found it. I have founded it in best practices in human resources, psychology, sociology, social sciences, and legal practices. I have a Bachelor's degree in Anthropology and Philosophy, and a Master's in Human [00:01:30] Resources and Labor Relations. That's a total of six years of schooling dedicated to the study of society and culture, and then specifically to how culture is applied in the workplace, and the laws that there are around our employment practices.
I've worked with over a hundred organizations, taking these best practices and archetypes, [00:02:00] and applying them to their workplaces in order to create systems that function better than any one-off initiative can do on its own. It's this, instead of putting out fires all over the place, and trying to pull things from different areas and make them fit and work together, it's really working to create a whole system that is iterative and that continues to learn and grow with [00:02:30] us as our companies hopefully grow.
The second part of this is that a wholistic human resources system is founded in your worldview. You are the owner of your business. There is a unique story in you about why you decided to start this business, why you decided to continue in it, why you decided to bring people in to help you with your mission in the world. [00:03:00] I know that you have a unique perspective on the type of community that you want to build.
It might follow similar archetypes that you see in other companies, or it might feel like it's a totally new thing. A part of this wholistic approach is really getting to know you, getting to know why you started your company, getting to know what's special about what you do, and then really being able to describe that [00:03:30] well so that people can recognize you when they want you and when they want to work for you. That's the second part to this approach, is really understanding the why behind what you do.
The first benefit is that you will mitigate your risk of litigation, and just your risks around employment in general. There are so many laws and nuances, and personalities that have to do with how we employ people [00:04:00] and what happens with people in our companies. By having appropriate systems for dealing with things as they come up, we can limit the risk to your company as you employ people, and as you employ more people. The earlier we start with this foundation, the more solid your company will feel as it grows, and the less it will feel off-kilter if things happen because you [00:04:30] will have prepared for that ahead of time.
The second benefit of using this kind of system is that it helps you to attract and to keep awesome employees that are the right fit for you and your company. This whole system is built around finding the right people for your company and helping you keep those people. One of the highest expenses for companies is recruiting and training new employees and [00:05:00] then also the expenses that can come if you don't have the right people. Then you have to deal with terminations or lawsuits around things that just were avoidable in the first place. This whole system is built to bring you the right employees, to attract those people to you by talking about what you are uniquely positioned to give them, and to keep those people with you. [00:05:30] The systems that you put into place so that they stick around. By reducing your risk and by attracting and keeping your employees, you increase the return on your investment for human resources and that's a major goal of ours that if you're spending your well-earned money in this area of your business, that it should give you the maximum return.
One of the main ways that we do that is by decreasing employee turnover, [00:06:00] limiting this risk that we're talking about, building relationships between employees and so many other things. I hope that we get to work together in the future. Feel free to contact me on my website and until next time. I'm Candice. See you later.
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