Employing a diverse workforce has continued to be incredibly important to Paragus.
foray into remote employees would include a physical presence where multiple employees would work together in a shared office. We also remained open to granting exceptions when long-term employees of one of our physical offices decided to move. However, no matter the location, each space we open is a unique reflection of our values combined with the local culture and needs of its employees.
We have recruited talent from non-traditional
While recruitment is fundamental, Paragus
sources and increased the diversity of talent
views retention of long-term employees as
applying for positions with the company. In
a top priority. Over the past 5 years we have
support of our desire for diversity but also
continued to adjust our policies, offerings and
growth and retention, we have embraced the
benefits to align with our goal of retaining the
need to employ people who resided outside
talent that we feel is well aligned with our
of Western Mass. We decided that our first
mission, values, vision and purpose.
Once hired, our onboarding program runs like clockwork.
Each day and each week of an employee’s first 90 days has structure, purpose and objectives that are specifically tailored to that individual’s needs.
Aided by tools, additional resources and well-refined processes, new hires become acclimated to the “Paragus Way” while also clearly understanding their role, what’s expected of them and how they can navigate their path to success. This process includes individual orientation sessions for each of our values, conducted by various experienced staff members within the company. These orientations include context, examples and assignments to engage the new hire and help them to explore and truly appreciate the meaning and history behind each value statement. What’s unique about the entire onboarding process is the role the new hire plays in it. True to its training compact, Paragus ensures that the new hire has clearly defined expectations and goals; however responsibility to achieve those goals is placed with the employee. For example, the skills, knowledge and experience required to be successful are clearly documented in a way that can be easily tracked, but then the employee must identify and use the tools and resources available to them in order to check off each item, a process that we refer to as a quest.