Tulsa Medical Staffing | Making The Correct Choice When Searching For A Job
You are listening to trinity employments, eight player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter. Hi and welcome back today, player matchmakers. I’m here with Ethan Mei. Well, we’re always trying to find ways to add value to job seekers and employers. And the title of this podcast is mistakes that managers make when they’re conducting interviews. Uh, oh. Um, we, we this, this, this is obviously going to be for employers. Um, and many people who have interviewed a lot make a lot of mistakes. Um, I make, I make mistakes in interviews. I still do that where we’re at the end of it, especially if it’s after somebody I really want to go after. You know, I’m a second guessing. I’m like, man, I should’ve, I should’ve done this a little bit better, or I broke protocol what I want to do in an interview for someone’s Tulsa Medical Staffing option.
And so, um, so some of this content might, it’s not just for new managers, it could be for managers who have been there and done that for a long time. Um, and so we would love to invite you to any of our podcasts. We have well over 50 now. I’m so proud of what we’ve done here. And so we want to invite you to invite other people as well if you find this content helpful. And you can do that by sending them to our email@example.com and you, you’ll see that we have a lot of content on there, but we haven’t, podcasts tab dropped down there and that’s, that’s where all of our podcasts are. And so we always get started with some statistics. Uh, tell us some statistics about this topic, Ethan. Sure. So we’ve talked about it before. Making a bad hire, um, is, is really detrimental to your company and that’ll start with how you interview.
But, um, the average cost of one bad hire is nearly at $15,000. That’s the average national cost of one bad hire. And the average cost of losing a good hire is nearly $30,000. So you’re still gonna be losing out on the, uh, the same amount of money that you invested in a bad hire because you’re losing time, resources, all of that. But you’re also losing a success in your company at that point that that person could bring in very well, might bring to one of your competitors. So, um, losing a hire, whether it’s good or bad, is always going to be a spending. We’ve got another stat, two and three workers to, at every three workers, roughly 66% of workers say that they have accepted a job in later realized that it was a bad fit. And of those 66%, half of those workers usually quit within six months.
That, um, would you say Corey, that you’d be one of those two at two out of three people? Well, at first I was really intrigued. I was really interested that you are able to do the math and do the 66. Yeah, you’re just really, really impressed me with this. I’m pretty, you know, we’re already on it. Yeah, it was amazing. I mean, just the mathematical ability there as ask the question again. I’m sorry. Did you pay attention? I couldn’t get over the fact that you knew 66 and technically it’s 66.6 repeating. Oh my gosh. No. So the question I had was two thirds of workers say they’ve accepted a bad job and later realized that it was a really bad fit. Um, I, I think that that happens a lot of times. Would you say that you’ve, you’ve been one of those people, one of those two thirds of people that that’s happened to when searching for a Tulsa Medical Staffing position?
Oh, of course. On both sides. Yeah. You know, I mean, I’ve, I’ve, I’ve accepted a job that I, I thought, Oh man, this, this would be really good. Yeah. And Man, it was not, I’ve started a company before and I thought this would be really good. I got the best idea. Yeah. But I mean, you know, I partner with really wrong people. It’s the same thing. It’s, it really is. You know, a bad partnership is just disastrous and that’s really what’s happening, uh, when, when you get into the wrong place and the thing is, is you know, a bad partnership, it might be that you liked one another. It probably always starts out that you do and then you know, something’s not right or you know, it just doesn’t fit within, you know, your, your wheelhouse. And so it’s a bad partnership. And I think, I think everybody leaves that situation going well could have done without that.
You know, if you’re, if you’re a spiritual person like me, I might ask, God, why did you have me go through that? Um, and so there’s always some confusion there, but generally when you step back years later, you find out that there were a lot of things that you learned during that time period and you just got gotta you got to remember that when you sit and think about those things, or at least for me. Yeah, definitely. Now, this next stat we, you got one more before we jump into action items, but this next, next stat, and we’ve kind of touched down on a couple of ways before, but uh, but it always makes me sad man, is 75% of workers, which a fraction wise would be three out of four people, Cory, and we’re going back to click my 75% of workers say that they’re loyal to their current employer, but much less, only 54% of workers say that they feel their company is loyal to them.
Um, in your work, I mean, you’ve worked with multiple different companies in different fields and you’ve owned different companies. Do you feel that that’s a pretty accurate sentiment? I don’t think that I’ve ever worked with a company that I, they’re, there might’ve been one where I was like, yeah, they’re, they’re not nearly as loyal to me as I am to them. But I think that that comes from the media, to be honest with you. I think that when, when people had, when, when you see this huge layoff and then s and then in some, in some instances companies deserved it, but it’s generally these big huge companies, I think. I think most small businesses, um, there, most of them really are our different, you know, and in small business, um, the, you know, the, the, probably the economists are going to consider that to be a really large company in some people’s eyes, you know, but, um, but most of the time I think that companies are genuinely good it but on, but some of them just get to where, I mean, I’ve, I’ve got companies that we deal with and I’m like, I know they don’t give again after having the best Tulsa Medical Staffing.
Yeah. You know, I know that they don’t. Yeah, I understand why people have that perception and, but I do know that if I ever, ever, ever see a movie or if I ever see anything that has to do with the employer, the employer is, the Baga is the bad guy almost every single time. And I think that there’s, some of that can be true, but I think that a majority of it, it’s not, you know, with me, I, I’m a little more inclined to say that, that I, I would believe that that about half of people would say they feel that a company’s loyal. Um, and that might be just because my whole job is interviewing people and one of the first questions I ask people is why they left their job or why they’re looking for a new job. Um, and so when I’m talking with an individual and we’re talking about the last three or four jobs they have, you’d be surprised how many people I hear say like, man, I just felt like they’re working me harder than they should have and not paying me enough.
And when I talked to them about it, they didn’t care. And, um, I felt like I was just another piece of machinery in the shop, you know, or I just felt like a number to them and not a person. I hear that a decent amount. I don’t know if I’d go so far to say 54%. Um, but, um, but I do feel like a lot of people would think that, but, um, yeah, well, you know, you, you, and are coming at it from a different perspective. It’s much, much easier for me to see it from an employer’s perspective if you think about it. Sure. But, um, but also know our intentions and what we try to do for people. And so, you know, even even if, even if that is the case where you’ve got a lot of employers that just aren’t treating people right.
I don’t, I kinda don’t even want to think that that exists, but I know, I know that it does, but a lot of it, man, it really comes from the media. Cause I know from your perspective yourself, you don’t have that perspective. No. Um, because you’ve told me yourself that the people that you’ve worked for have actually been very good to you in the, and it was a, it was a good experience, you know? Whereas I think that you take three fourths of people sure. They’ve not had, or they’re not currently having a great experience at the job, you know? Yeah, definitely. But all this to say though, all this to say is it costs money and time and resources for your next Tulsa Medical Staffing services. If you make a bad hire or if you lose good people. And so, you know, there are big mistakes that can be made when doing interviews.
We’ve got quite a few. Well, I like, I liked the dialogue. I think it’s interesting and I, and I love just thinking about that. Sure. I think everyone does good when they think objective Lee about it, but we did way get off topics so we should bring it home. Maybe reign it back. Yeah. It was kind of fun though. Yeah, definitely. So bad mistakes and interviewing. What do you got for a score? Uh, the, the first one is just talking too much and not giving the person enough time to talk. Uh, me and you are a good example of that.
Um, but, uh, this is your chance to listen and learn. Aim for about an 85 to 15 split 85% of the time. You’re listening 15% of the time that you’re talking. Um, I like to use my time to gain trust with the people. Um, and, and so a lot of times at the very, I’m usually doing the last interview, so everybody’s already gone through all the listening and stuff. And so I spend a little bit more time talking about the company culture, trying to learn is this somebody that gets it? But, uh, the I do, I will tell you, man, if you talk too much, you won’t be doing any learning. Yeah, definitely. And uh, one thing that that can be tough sometimes if you’re doing 85% listening, you know, um, there will be awkward silences that we times where maybe the, the interviewee pauses and there’s kind of, but that doesn’t necessarily mean that you need to jump into those Tulsa Medical Staffing companies.
Um, that to me, if it’s like super awkward and I feel like the person is just nervous, I’ll try and help them out a little bit. But, um, it’s kind of interesting. I remember at one point, um, my last job I had, I was talking to my Boston and I was a manager there and we’re talking about having to talk to one of our employees and, and kind of figure out what had happened with the situation. I know that sounds all vague, but um, well we laughed about was when I talked to him. Um, he gave a very short answer and didn’t really explain himself and what had happened and I just didn’t say anything. I just sat there and I just kept looking at him and after about three seconds he kept talking and that, you know, and so like those sent those silences kind of prompted him to open up more and talking select truth serum.
Exactly right. It really is. And so all that, I’d say that was for disciplinary reason, but even in an interview, those like silences will sometimes really prompt them to jump forward and, and um, and enable you then to go back to listening more than talking. Right. The second one we have here is failing to prepare. And I think this happens a lot more than what many people would want to think about. But it, it really just is, I think for a lot of people it’s just down, down to the, the nature of our jobs and how busy everyone is and some, some kind of crisis happens. And you had planned to prepare, you know, like even for this podcast, I’d planned to prepare yesterday and I had something that popped up that I couldn’t do it, so I had to do it last minute to get prepared.
And I think a lot of people have that happen, but failing to prepare means that you’re going to be all over the place and um, being structured and knowing what you’re going to ask each candidate, making sure that you have a good hiring system is really, really important. Yeah. And picture yourself as the interviewee. Do you feel like if you were to walk into an interview and the person interviewing you was unprepared, they weren’t really familiar with your resume, they were kind of a little scatterbrained when it came to the job that they’re doing? Which position it was. I mean, do you feel like you would interview the best that you would interview? No, of course not. And so as an interviewer you are not only like helping yourself, but you’re helping that person that you’re interviewing that candidate to interview better so that you can really see if they’d be a good fit or not for all Tulsa Medical Staffing
And the opposite can happen too. So let’s say you come in ill not prepared and so you’re frazzled and so you go, you go straight to the point just because you’re friends and you don’t allow for them to get to know you at all. Yeah. Um, and so you can, you know, when you’re ill prepared, you’re, you’re just going to be flustered in likely something’s not going to go rotten. It can go both ways. Yeah. Most definitely. Most definitely. Number three, asking questions off the cuff. This is, this is definitely down to failing to prepare, but a loose approach is not good for interviews. At best it can be uninformative and at worst it can be legally dangerous, which is we’re going to lead into our next one because you, it can go anywhere. So you need to prepare a list of questions ahead of time and stick to them.
Um, we’ve talked about this in other podcasts where it’s statistically sound to ask the same questions of each person. So you get a good sample, uh, for each different people because you know, if you get, if you just happen to get along a little bit better with the other person, they might get a more thorough interview or your questions might be a little bit different, a little bit softer for that type of individual. Cause we generally, if we think that we liked someone, we’re not going to ask really tough questions just because of social pressure and possibly, and so it’s really important that you just, that you not be off the cuff and be prepared. Yeah. And obviously have with, with every, every interview that you do, there will be a certain element of, um, uniqueness to it. You know what I mean? Not every, we’re not saying every interview needs to be word for the exact same from you. If you need quality Tulsa Medical Staffing go here from now on!
And if the candidate answers that’s leading in a way, that will be a great followup question. Oh yeah, good point. I can’t do that sentence stick to a really great point. Yeah, definitely ask followup questions. We asked chances, chance followup questions, but the, the idea is don’t just go, just don’t go in wild and I’ll ask whatever I think of. I guess I have a plan and if you deviate from it a little bit, that’s okay. Yeah. The next one we mentioned just a little bit is not knowing your legal limits. Um, interviews can be illegal minefield that can happen really, really easily and quickly even when you have the best of intentions. Oh, absolutely. I remember one of my first interviews I did here, I was sitting in on with Christina and interview we had, or a recruiter that we had then and I was sitting in on one of her interviews.
She encouraged me ask questions if I had any. And it was the very beginning, we were just kind of chatting and a, the candidate mentioned, you know, I’m from Tulsa, I have a couple of kids and I’m looking for a new job. And I casually said, oh great. How old are your kids? You know, like a normal conversation that was going to be the example I used. Very normal conversation and we finished the interview. Everything was fine, but as soon as we walked out of the interview, Christina was like, Hey, listen, legally you can’t ask how old her kids are. Like, you can’t ask. That’s not allowed. And if something were to happen, she could easily come back at us saying that we asked her a protected right questions and um, and I had no idea that was such an easy, who would not ask a simple question like that, you know?
And so, well, I think a lot of, you know, we, we’ve even had managers that have done some things and we’re like, Woo, so many, oh man, when we’d give them a call on our personal phone related, listen, you cannot, it’s like, please, please never do that again. Yep. Yeah. I mean, there’ve even been, uh, you know, some, I’ve had to like stop working with them because they refused. Um, but not knowing your legal limits can be very, very expensive. And one thing you do not want, you do not want to deal with the FLS say or [inaudible] or any, any of these things, especially if you’re just kind like Ethan was. And in any other social circumstances, you’d just say, Oh yeah, how old are your kids? Cause you’re just interested in, you wanted to know. And that was a very, you know, casual, good hearted thing coming from a Tulsa Medical Staffing stand point.
Yeah. Uh, aren’t. So let’s move on to our next one. Our last one here. Number five is being blinded by personal preferences. And I think this is probably the reason for a majority of most bad hires that happened. Uh, remember the cost of a bad hire that Ethan said. Um, a great example of this. Have you ever met someone that you really, really liked? Um, the first few times that you met with them and, um, when you really got to know who they were, you realize you did not like, yeah. Like there were some things there that were hidden, um, or whatever. And so sometimes when you’re blinded by your personal preferences, like I said earlier, you tend to go softer on those people because you just liked them. And you know, humans are humans. We, we want one thing, one thing we have in common, we want other people to like us compared to another Tulsa Medical Staffing.
It’s just a thing. And so one of the ways to do that is to not be, to not confront them, you know, and, and so be careful of these things. Um, make sure that you’re not blinded by personal preferences. Put a system in place, have some questions ready for you and it’ll, it’ll help you to reduce the margin of error in really great ways for your company and hopefully save you money in the long run, which is what we want to do. So, um, if you are interested in speaking with trinity, we would love to speak with you. We’d love to help anyone out there. I’m trying to find a job or any managers, um, that we, we’d love to be able to help you. Give us a call 918-622-2588 or check out trinityemployment.com.