Now Hiring

I’m constantly learning. How to be a better leader for our clients. How to get outside the box. How to make a difference. How to prioritize.

During the past month, I’ve been working with Sara Walker, our vice president for operations and human resources, as well as our other management team members on how to continue our momentous growth as we emerge from this recession. We’ve been talking about the best approach to hire the best talent and help talented people make a career decision that is beneficial to them. Of course, in our line of work, it is all about people.

I know all the statistics. Among the business services category in Fortune Magazine’s “100 Best Companies to Work For,” 21 percent of employees leave annually. According to a StevensGouldPincus poll covering PR firms in 2008, 24 percent of firms turned over. One in four people moved on to a “better” opportunity. That’s way too high.

On our Web site, our job listing section is titled “careers” because that is what we are hiring. Resumes littered with one and two year stops need not apply. Those people may make an impact on your business in the short term, but they will never stay.

How do I know that? We’ve been there, done that.

In 2006, Saxum had 14 people total. In a one year period, eight of the 14 left for various reasons. After making a lot of excuses, I realized it was me and our company. We made changes (hired more diversity, paid more, set clear expectations, improved benefits, etc.). We became purposeful with our HR strategy. In the last 18 months, we’ve lost three people out of 21. One is still a consultant with us. One started a new career path and the other left for greener pastures.

If you are interested in a diverse, challenging, fast-paced environment, Saxum could be a good fit. We are a fun-loving, community caring, open-minded, news junkie, technology-crazed team of thoughtful public relations and creative marketing detail-freaks ready to tell our clients’ story.

Want a career in Tulsa or Oklahoma City? Apply now.