Lauren Girardin

Lauren Girardin is a marketing and communications consultant, writer, and speaker based in San Francisco. She helps organizations engage their communities and tell their stories. Her website is laurengirardin.com and you can connect with her on Twitter at @girardinl.

Recent Posts

June 01, 2018

How to Support Your Employees to Work Smarter, Not Harder

Most advice you’ll find about working smarter, not harder focuses on what an employee should do. But, optimizing their time and effort is not solely an employee’s responsibility, nor is it entirely within their control. Your agency plays an essential role.

April 26, 2018

The Untapped Talent Pool You Should Be Recruiting

It’s frustrating when your organization’s job openings don’t attract enough applicants, or worse, when no one qualified applies at all. Or perhaps you’ve been told to hire someone new immediately, meaning your usual thoughtful recruitment process is out the window.

You may already have an easily accessible pool of qualified candidates. The secret is to take a look at people who previously applied for positions at your organization.

March 21, 2018

5 Ways to Save Money by Increasing HR Efficiencies

Public sector budgets are often stretched to their limits and inflexible. HR efficiencies can give your organization new ways to do more with less.

February 21, 2018

5 Ways Technology Makes Hiring Less Frustrating

An applicant tracking system is more than a human resources tool. The software can reduce frustrations for recruiters, hiring managers, job applicants, and everyone on your staff who pitches in to hire talent.

Executives and human resources leaders are recognizing how applicant tracking software for government agencies can improve the entire employee hiring process. Here are five ways technology can make hiring less frustrating at your organization.

January 29, 2018

4 Public Sector HR Trends You Should Know About for 2018

Planning ahead is the lifeblood of any human resources professional. Tapping into trends helps you proactively develop responses to the evolving demands of the public sector workplace.

Processes change and new ideas emerge. What worked well enough in previous years has become obsolete, and solutions previously unimagined have become today’s most effective best practices. Knowing what trends may pop up as hot topics at your agency gives you an advantage in the coming year.

Here are four important trends human resources professionals in the public sector can anticipate in 2018 and beyond. 

October 11, 2017

Tips for Recruiting a Diverse Workforce

Organizations that embrace diversity are more innovative and do a better job of meeting community needs. A lack of diversity can inhibit your organization’s creativity and even make you the focus of public criticism.

The markers of diversity are diverse. There’s race, ethnic group, gender, cultural background, age, disability, and more. Valuing diversity also means welcoming those with a range of experiences, perspectives, education, and ideas.

With all that to encompass, how can you change your recruitment approach to cultivate a more diverse workforce?

September 20, 2017

How to Change Your Performance Review Process

Performance reviews are often unloved. The feeling is justified when the process is outdated and disconnected from your employees’ day to day work. If this is the case, giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement. 

July 14, 2017

4 Steps to Creating Attention-Grabbing Recruitment Ads

A recruitment ad is so much more than a description of job duties. At its essence, it’s an advertisement that effectively promotes a role at your organization, your workplace culture, and the brand of the organization itself. With your recruitment advertising, you need to grab people’s attention and then not let go.

March 16, 2017

How to Develop a Performance Improvement Plan

The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”

The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.

Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?

March 01, 2017

How to Refine Your Onboarding Process: The Importance of What Employees Say

Every organization will have a unique employee onboarding process. Of course, the details will be partly dictated by administrative, IT, legal, and human resource needs. But, for your onboarding to be effective, it should also be guided by continuous employee feedback.

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