by Beth | Jun 15, 2022 | Employee Hiring
I had a client call me last week with a question of whether or not to re-hire a former employee, and I am positive that he isn’t the only one thinking about it. In addition, it seems that employees are thinking about it too. According to Monster, 30% of former employees are trying to go back to their old jobs, with an additional 20% are thinking about it:
So, what I said to my client is “well, it depends.” Here are some things to think about if you want to re-hire a former employee:
1. Did your re-hire “leave well” by giving you notice and wrapping up projects before their departure? Did they leave on good terms and help with creating a job description or training their replacement? Remember that the way your employee left you the first time will most likely be the way that they leave you the second time.
2. Will your re-hire add value to your current culture? Chances are your business has changed since your employee has left. Make sure that this person is still a fit for your business and the position.
3. Realize that it may be short term. If your re-hire left once, it is most likely because certain needs were not being met. Are those needs being met now? What has changed since their last period of employment with you? Make sure that you both address those un-met needs before bringing them back on board.
One of my former colleagues in the restaurant industry often had kitchen staff that would periodically leave for more money, less hours, etc. He always thanked them for their service and let them pursue the new opportunity. Invariably, they would realize that life was not always greener on the other side of the fence and would try to come back. The ones that left well with integrity and honesty were hired back immediately. Those who left ungracefully, were not hired back.
POWER THOUGHT: Going back to an old employee is sometimes just that: going backwards.
by Beth | May 4, 2022 | Employee Hiring
I am interviewing with one of my favorite clients for a high-level employee making in the 6 figures. A gentleman that we interviewed trashed his last boss, and then asked what type of product we sell. The name of the product is in the company name. He continued to ask questions that would have easily been answered if he had gone to the website for a mere 5 minutes. He chose not to do any research.
My client said, “He sounds like the type of guy that shows up to the gym in jeans.”
Being prepared when you are interviewing for a job is simply a MUST. If you aren’t willing to do even a little bit of research on the company with whom you are interviewing, that is a direct reflection of your (dis)interest in the company and a job.
On the flip side, you as the employer must also be prepared for your interview. Know their name. Have the job description in front of you, so that you can answer questions about expectations. Also, know ahead of time the pay, who the supervisor will be, what the training program will look like and who will be in charge of that process.
POWER THOUGHT: Don’t sweat hiring! Show up raring to go! (In the right clothes, of course!)
by Beth | Apr 6, 2022 | Company Culture, Employee Hiring, Employee Retention
As most of you know, my daughter, Katy, is a nursing major at the University of Miami. Now that she is finishing her junior year, she started applying for internships, and in the second week of January, she got hired at a rehab center, which is a coveted place to work.
Katy is fluent in Spanish, she has a 3.93 grade point average and her Clinical Instructor told her that she would be a great nurse one day. As her mother, I think that she is a very qualified candidate. 😊
Katy’s training for her new role took 7 weeks to get scheduled. When she showed up on her first day at 8 AM as instructed, she waited in the lobby for an hour and a half for the hiring manager to show up. She finally decided to find the floor where she would be working and spent the rest of her shift taking vitals for patients on the floor. She spent almost the whole shift speaking Spanish to patients.
From a recruiting standpoint, I am completely appalled. She is the best of the brightest, and to be treated this way before she even started?
And companies wonder why they can’t keep people…
POWER THOUGHT: If you want to keep your employees, start valuing them on day one.
by Beth | Mar 23, 2022 | Company Culture, Employee Hiring, Employee Retention
Imagine that you are starting your new job today. You have your new outfit, your new backpack, and your lunchbox. You are so excited but also a bit nervous. You can’t wait to get started! This is the dream job that you have wanted for a long time! You arrive 5 minutes early, open the door and walk up to the reception desk.
Scenario 1: There is no one to greet you. You sit for 30 minutes before someone comes out and says, “No one knew you were coming today!” You are placed in your office to fill out paperwork, and see no one else for hours. Then you are told that you will meet your hiring manager next week, because they are on vacation and oh by the way, your computer won’t arrive for 2 weeks.
Or
Scenario 2: You arrive 5 minutes early and the receptionist says, “We are so excited that you are here!” Your new boss greets you enthusiastically and shows you your office with a balloon tied to your chair and a welcome sign on your door. Your computer sits on your desk gleaming, and you are handed your itinerary for the week. You put your things down, and your boss invites you into a conference room where they have a breakfast to introduce you to your team. The whole team rallies around you, and you feel touched, moved and inspired.
Who will stay in their job longer?
Here is the secret to retention: it starts from minute 1. If you want your employees to stay and be productive, you must set the stage for them to be successful from the very beginning. Most people naively believe that retention starts in the end with stay interviews, exit interviews and going away parties. But retaining your employees is an ongoing effort from hiring the right person for the role, training them fully and completely, and incorporating them into the department as fast as possible.
POWER THOUGHT: Want your people to stay? Value them before they even start.
A big shout out to Cassy Nicholl for the topic!
by Beth | Mar 9, 2022 | Company Culture, Employee Hiring
Over the course of 3 years, our family rescued 37 animals, fostered them and got them adopted into great homes. One of my all-time favorites was a lab mix named Angel. And she was an angel! She was so sweet and loving, and she stayed right with you, no matter where you went.
We lived near a park, but in order to get there, we had to cross a very busy street. I always put a leash on Angel before walking over there, just to be safe. And frankly, it pissed her off. She would look up at me like “Dude. I got this. Why the hell are you putting a leash on me?”
Last week, a friend of mine quit her long-time job as a fundraiser for a high-powered non-profit. She ran the department that raised 8 million dollars in 2021. She quit, because the Executive Director insisted that my friend show up at 8 am and stay until 5. After working there for 9 1/2 years, my friend was justifiably insulted. She gave a 6 month notice to see if things would change. They didn’t, so she left.
I have heard story after story of details, just like this one. When you as the leader put leashes on employees who have consistently proven themselves, they will start looking for another job. Then, you lose a great employee, and you have to start over with someone new. What good does this do for anyone? My advice? Hire a lab that walks themselves, step back, and let them shine!
Power thought: Leashes work during training. They do not work for long-term, high-performing and trustworthy employees.
by Beth | Feb 9, 2022 | Employee Hiring
A few weeks ago, I had the most awkward thing happen in an interview. I mean, it happens. And every time I think that I have seen it all, some candidate does or says something so completely random. And in this instance, unprofessional.
I was interviewing over the phone for a Project Manager. I called him on the phone and told him that my clients were listening in on his interview. He was very excited and said so.
Then, I hear him urinating. And flush. And wash his hands.
At least he washed his hands, but really?
There are so many things wrong with this scenario, it’s hard to know where to begin. At the very least, this is a professional interview, and this behavior shows a gross lack of preparation. Do you want this candidate urinating while he is on the phone with your clients? I think not. Do I need to say that you take care of your bodily functions before you call a client or have an interview? I guess so.
For all of my clients, in an interview you are seeing the best of the best of a candidate. Is this the best you want to hire?
For those of you who are seeking interview advice: Prior preparation prevents piss-poor performance. Literally.
Power thought: You have NEVER seen it all… I promise.
