Phil Wilson (00:00)
Danine Clay, welcome to the Left of Boom Show.

Danine Clay (00:04)
Thank you, Phil. Thanks for having me.

Phil Wilson (00:06)
This is a momentous day in the history of the Left of Boom Show because, somehow this is the first time I’ve had you on as a guest. I know you’ve done at least one other episode, but this is the first one we’ve done together, so I’m excited.

Today’s episode is on recruiting and onboarding, hiring and onboarding new people. For companies that have been through a union election, a lot of them have hiring problems. Why don’t we start with the cultural challenges companies face after an election, both with the team they have and the team they’re bringing on board?

Danine Clay (00:50)
Specifically after a union election, your team is divided. Half the team is excited about the outcome and half is disappointed. Those two groups need to come back together and become whole again. Anytime you add someone new, it changes the dynamic even further, which makes things more complicated.

Phil Wilson (01:12)
Yeah. It’s not uncommon for people who were disappointed in the result to leave. That means you’re often recruiting for multiple roles right away, and integrating new people into that environment is a real challenge.

You’ve run a business, you’re running ours, and you’ve worked as a consultant. What best practices have you seen, and what mistakes have you seen companies make?

Danine Clay (01:53)
One of the most important best practices is transparency. Anyone coming into the company should know what they are walking into. I would not hide the fact that we just went through a union campaign, whether the company won or lost. I would also make sure candidates clearly understand the company’s position on unions.

That position should be clear, concise, and publicly known. Expectations about the role and what the individual is walking into should be spelled out in advance.

Phil Wilson (02:38)
Nick Kalm and I did an episode on when to use the “u” word and talk about unions. After an election, people who supported the union may approach new hires and feel them out.

So being clear up front matters. Saying, “We’ve been through an election, we want to work directly with our team, and this is the culture we’re trying to build” is important.

Danine Clay (03:25)
And explaining the why behind it. Not just where the company stands, but why it matters and why it became an issue in the first place. That helps new hires understand and hopefully embrace the company’s position.

Phil Wilson (04:09)
It also gives companies the opportunity to be honest about mistakes and talk about changes they’ve made to protect and preserve a direct relationship culture.

Let’s talk tactics. Starting with recruiting, what tips do you have for companies, especially those coming out of a union election?

Danine Clay (04:49)
I’ll use LRI as an example. We focus on finding the right person for the right seat. First, we make sure there is a clearly defined position. Then we evaluate whether the person fits the job responsibilities and aligns with our core values.

I encourage companies to look closely at their mission, vision, and any union-related policies. Ask whether the candidate embodies those values and meshes with the organization.

Phil Wilson (05:37)
Just to be clear, you cannot select people based on whether they like unions or want to organize. That’s not what this is about.

This is about culture fit and role fit. Many companies don’t even clearly define the seat they’re hiring for or the accountabilities that come with it.

Danine Clay (06:43)
Another key point is considering the team you already have. Even if someone has the qualifications, if they’re confrontational or likely to clash with the existing group, they may not be the right fit.

Phil Wilson (07:11)
I often recommend the book Topgrading. The process is intense, but the philosophy behind selecting the right person is valuable. Even parts of that approach can apply to frontline roles.

What steps do we use at LRI, and how might that help companies post-election?

Danine Clay (08:28)
First, we review basic qualifications. If those are met, candidates move to interviews where we assess communication, personality, and how they might fit with the team.

Next is a core values presentation. Candidates receive our core values and present how those values show up in their lives. That lets us see who they are and whether they align with what we model.

If they do, it’s a win for everyone.

Phil Wilson (10:01)
That part of our process is critical. Culture fit is hard to fix later. Skills can be learned, but culture mismatches rarely resolve themselves.

Multiple interviews and multiple steps matter. What do those steps signal?

Danine Clay (11:34)
They show commitment. You want someone who wants to be there, not just someone collecting a paycheck.

Going through steps also shows diligence, follow-through, and seriousness. That said, there’s a balance. You don’t want to overdo it, but asking people to jump through some hoops is reasonable.

Phil Wilson (12:51)
We may be close to that line, but people who make it through often feel proud to be selected. That matters.

One mistake I see is companies rushing to fill seats with warm bodies instead of the right people.

Danine Clay (13:29)
Exactly. Taking the time to find the right fit protects the culture.

Phil Wilson (14:29)
I once worked with a company that had finalists build a swing set together, not because the job involved swing sets, but to watch how they interacted as a team. You can’t fake that.

What’s your version of that?

Danine Clay (15:07)
Our core values presentation does that. Our team is open and vulnerable with candidates, and candidates ask questions like, “Why LRI?”

That allows both sides to see whether it’s truly a fit.

Phil Wilson (15:56)
Let’s move to onboarding. What advice do you have there?

Danine Clay (16:38)
Onboarding is critical because it sets the stage. Transparency matters here too. New hires should know exactly what day one looks like, what’s expected, and who they can go to with questions.

Phil Wilson (17:36)
It’s also the time to model the direct relationship you talk about. Supervisors should check in, HR should be visible, and ideally senior leadership should reinforce core values.

Danine Clay (18:17)
And new employees need opportunities to give feedback and ask questions. Being heard matters from day one.

Phil Wilson (19:00)
What are common onboarding mistakes?

Danine Clay (19:00)
Dumping paperwork and compliance training on someone without interaction. That leaves people disconnected and confused.

Phil Wilson (19:24)
Teams also need to embrace new hires. In high-turnover environments, people stop investing in newcomers, and that has to be reversed.

Danine Clay (20:40)
You have to get people together and interacting. Communication is key.

Phil Wilson (21:42)
Let’s talk pay and benefits. Some think raises alone fix union issues. Thoughts?

Danine Clay (22:09)
Fair pay matters, but culture, communication, and feeling valued matter more. Pay should be competitive, but culture is what keeps people.

Phil Wilson (23:23)
Pay and benefits are hygiene factors. Once they’re at market, they stop motivating. Growth, voice, and respect matter more.

Danine Clay (24:05)
Happy employees are far less likely to complain, leave, or demand more money.

Phil Wilson (25:49)
As we wrap up, what are the top priorities for hiring and onboarding after a union election?

Danine Clay (26:05)
Review your process. Make sure expectations, communication paths, and culture are clearly defined. Set people up for success.

You won the election, but now you have to heal the team and create an environment where people want to join and stay.

Phil Wilson (27:17)
I’d add exit interviews and feedback from candidates who drop out. Those are learning opportunities.

Danine, thank you. This was a great conversation.

Danine Clay (28:37)
Thank you, Phil.

Phil Wilson (29:04)
This is the culture we teach and the culture we live. We practice what we preach.

Danine Clay (29:14)
My family says I drink the Kool-Aid, and they’re right.

Phil Wilson (29:18)
Thanks again, Danine. We’ll talk again soon.

Danine Clay (29:26)
Sounds good. Take care.