by Beth | Nov 10, 2021 | Uncategorized
Over the past several months, every news outlet is publishing articles about labor shortages, no one to hire, and the Great Resignation. These articles are full of gloom and doom, and of course, there is panic on all levels about how to hire and how to retain employees. Instead of buying into that fear, I would like to pass on to you 3 pieces of really good news.
#1: When there are lots of people leaving companies, that means that there are lots of people to hire. If you are getting applications, then you don’t have a recruiting problem. You have a selection problem.
SOLUTION: Focus on your interview process and your application process. Are you making it too hard to apply? Are you following up with people quickly? Is your ad inspiring or is it yawn-worthy?
#2: Over the last year of new hires, 58% took a pay cut to go to their new position. https://www.bizjournals.com/bizwomen/news/latest-news/2021/10/covid-19-career-change-pandemic-happier.html?utm_source=st&utm_medium=en&utm_campaign=nch&ana=e_n_bizwomen_tease
So, more money isn’t the answer to get people to stay.
SOLUTION: work on your culture. If you have crappy managers and a fear-based leadership style, you aren’t going to be successful in hiring.
#3: Of the folks who changed jobs, 78% of them are happier that they did. What this means to hiring managers is that if your interview process is solid, your culture is supportive, your new hires will be happier and more productive at work.
Bottom line: The workforce is changing and we as business owners have to change with it. If you enhance your culture, get rid of toxic people, you will hire better and retain more employees without spending more money.
Power thought: Best. News. EVER!
by Beth | Oct 27, 2021 | Company Culture
Halloween has been very hit-and-miss in the workplace, in my experience. Some companies really promote it by buying pounds and pounds of candy and giving out prizes for the best costumes. Some companies don’t celebrate it at all with the mindset of “Please don’t bring candy here! I am trying so hard to stick to my diet!”
But this year, there is something in the air. The fall is so beautiful, the air is calm, and winter is late to the party. Most of my clients are in the mood to do something different, like celebrate.
Here are some of the comments that I have heard from my clients:
“I started buying chocolate mid- September. I NEVER do that!”
“This year, by God, I am dressing up for Halloween. I haven’t done that in a decade.”
We have all been walking around in a Zombie fog since the beginning of the pandemic. In many countries, Halloween is the beginning of the New Year, and it definitely feels that way now. We are all tired of walking around half-dead in a zombie state and looking ghostly on a zoom call.
So, this year, I encourage you to step out of the norm. Make the effort to celebrate in a way that you haven’t done in a long time. Buy the candy and the costume and engage with your employees like you haven’t been able to in a while. After all, the zombie in all of us needs to wake up.
Boo!
Power Thought: Don’t ghost Halloween this year!
by Beth | Oct 13, 2021 | Adventures in Interviewing
After I conducted an interview the other day, I asked the candidate if they had any questions for me,
and I waited for the dreaded question:
“Do you have any reservations about hiring me?”
I hate this question.
I know why candidates ask it. Every article about interviewing tells candidates to “ask for feedback” in
the interview, so that the candidate can “address any issues” in the interview. So, why do I hate it so
much?
Because it puts the employer on the spot. The fact is we can’t give feedback to the candidate, because if
given poorly, it opens the door for potential lawsuits and complaints. There is zero benefit to the
company for giving feedback to a candidate, and the company must consider the employees already on
payroll. Also, the candidate typically isn’t truly open to feedback at this point because they are under so
much stress. From my perspective, pointing out someone’s flaws while in an interview is just cruel. How
do you say to someone “I can’t hire you because you come across as a complainer”? What the candidate
will say is “I’ll change” because they want or need the job. Bottom line: no one wins in that situation. It
is incredibly uncomfortable for all parties involved.
The way I avoid this question during an interview is by naming the elephant in the room: “We have to
talk about you behind your back before I can answer that question.” And usually, everyone laughs, and
we move on.
I don’t know who decided that this question was a must for candidates, but it does NOTHING to
promote a good working relationship with your potential employer. If you are a candidate looking for a
job, don’t ask this question. And if you are an employer who is asked this in an interview, name the
elephant and move on.
Being uncomfortable is not a good thing in an interview, so don’t promote it.
Power thought: Do you have any reservations about hiring me? None that I can discuss with you.
by Beth | Sep 29, 2021 | Employee Hiring
Last week, I was approached by some of my neighbors to sit on the HOA Board as the Secretary/Treasurer. Actually, to be more accurate, it was an ambush; I was supposed to have a beer with the President, and she brought the VP also for a “meeting” to “invite” me to join the Board.
She then proceeded to tell me all of the problems of being on the Board… namely that once you are on the Board it is hard to roll off. The neighbors complain, the irrigation system needs to be replaced, and the hail damage to the roofs was extensive. In addition, folks are on a fixed income, so raising rates isn’t really an option.
After all of this, I asked her “So, why do you do it?”
Her answer surprised me. “Because I love it.”
If you have read ANY of my blogs or ever heard me speak, you know that I preach loudly the mistake of over-selling the position for which you are hiring. But there is also turning people off by talking too much about all the issues. I left that conversation asking myself, “Why on earth would I do this job?” And the answer is, “Because I love it.”
When you are writing your ad for people to come on board, you must have the right mix of inspiration and practicality. You must address the issues, but not in a way that scares people off. You need to talk about the perks of the job, but not in a way that makes you seem desperate.
As for me and the HOA? I’m still thinking about it. Stay tuned!
Power Thought: Your job ad must have the right mix of inspiration and practicality. Every time.
by Beth | Sep 15, 2021 | Employee Hiring, Selecting Good Candidates
Several years ago, our family fostered a Boxer dog named Helen. She was blind in one eye and was considered aggressive. Therefore, she couldn’t be around other animals or children. Then, she blew out her knee and had to have it replaced. As we were rehabilitating that knee, the other knee blew out and it had to be replaced.
As a foster family, it was our job to come up with an Ideal List for Helen’s furever home. I really struggled with this one. How were we EVER going to find someone who was going to adopt a dog that had 2 replaced knees, who was blind in one eye, who didn’t get along with other animals, and who shouldn’t be around children? It seemed so daunting to even think about it.
Sound familiar?
Every client that I work with tells me that their position is going to be really hard, because they are looking for someone “really unique.” Their job is going to be so hard to fill, because they are looking for a unicorn. But really, the hardest part of a search is being patient. You have to wait for the right fit to come along, and in the world of “I must have it right now”, patience is in short supply.
Lo and behold, we found the perfect home for our beloved Helen, and she lived out her days with a family that thought she hung the moon.
You too can find your amazing new hire. It isn’t as ruff as you think.
Power Thought: It is a dog-eat-dog world out there. But with patience, you too can find your amazing hire!
