by Beth | Jul 27, 2022 | Employee Hiring, Employee Retention, Interview Techniques, Recruiting
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Here at A-list Interviews, we are passionate about helping business owners through the hiring process and ensuring that we find the candidate that will be the right fit for your company and culture. We are proud to say that 91% of employees hired based on our system are still employed with the company 12 months later. We would love to offer our support and a great strategy to achieve your hiring and retention goals.
Contact us today, or send us any business owners who could use help with hiring, interviewing, and retaining employees. At A-list Interviews, we look forward to helping you and your network hire the right employee.
by Beth | Jun 1, 2022 | Employee Retention
Over Memorial Day weekend, my daughter, Katy, decided to foster a Mama dog and her four puppies. We spent 24 hours getting the house ready and drove to the Hylands area near Westminster, Colorado, to pick them up. Then, we spent Memorial Day doing nothing but sitting on the floor staring at the babies. We laughed loudly at the antics these babies had for getting to the food source! We bonded over naming them: Mama Lily, Aspen and Barley, the boys, and Sage and Clover are the girls. We created lasting memories.
This experience reminded me of something vital in the workplace that many of us forget. Retention is so much easier when the employees are bonded and create lovely memories together. Most people generally don’t want to leave their jobs because it is very stressful. Retention is simply providing the motivation to stay, and the best way to do that is this:
1) provide a great place to work
2) provide great work
3) provide bonding experiences
4) pay well.
And I would now add volunteering together to save puppies.
Power thought: It’s a dog-eat-dog world out there. Retaining your staff doesn’t have to be ruff!
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 | Apr 28, 2021 | Employee Retention, Lifestyle
Last week, I Interviewed a woman for a Senior level position, and immediately her child began to scream. Obviously flustered, the woman apologized profusely and said something to me that I will never forget:
She said, “You know, I don’t know how people do this. I can’t even ask my neighbor to come watch my child for 15 minutes while I have an interview. As matter of fact, I can’t even ask my own mother to come over to spend time with her grandchild!”
Then I asked her how she managed her childcare versus working at her current position, and she said, “Luckily, I have a very flexible boss who lets me work the hours that I need to in order to get the job done. I work from 8 PM to 2 AM and then when my child takes a nap.”
Wow.
Even as a parent, I don’t think the full impact of how hard it is to have small children and a job in the middle of a pandemic with absolutely ZERO childcare help until I spoke to this candidate. 4.3 million parents may have to leave the workforce due to the pandemic, according to this article:
If you have great employees who are parents, I strongly encourage you to reach out to them often. Ask them how things are going, then ask them how you can help. We know that employees who feel seen, heard and valued, stay at jobs longer, and my hunch is these people need to feel this now more than ever.
The bottom line:
turnover hurts the bottom line. If your employee is a good one, reaching out is the best way to keep them afloat. You need them as your employee, they need you as their employer, and it is also the right thing to do as a human being.
by Beth | Feb 12, 2020 | Company Culture, Employee Retention
If you are frustrated with employees who are disengaged and not producing at a high level, you are not alone. There have been several studies recently about the number of disengaged employees at work and how much distraction it causes, like this one: https://www.achievers.com/press/achievers-survey-finds-that-despite-disengagement-65-of-employees-plan-to-stay-in-their-jobs/
What can employers and managers do to change the level of engagement at work?
First things first: watch your language. Stop referring to your employees as “head count”. “Butts in seats”. “Bodies”. “Staff”. “Talent”. “Humans”. All these words are de-humanizing, and not designed to create solid working relationships, or make employees feel valued in their positions.
Instead, say this: My team. My village. My tribe. My community. My connections. My people. My colleagues.
Do you hear the difference?
When you engage with your people and make them feel as important as they truly are to your organization, they will engage with you, their Leader. It’s astonishing what a small shift in language, and perhaps even mindset, can do for a company.
Happy hiring, my people!
