Staffing Tulsa | If you need a job come here
Hi, my name is Cory. Mr. President, trinity employment, specialist staffing agency in tulsa and oklahoma city and stay I’m going to talk just real quickly about some hiring techniques. Did many of our clinics use trinity we work in the medical field. We stand for medical billers, our end, lpns, everything from a front-office person, all the way to a physician’s assistant and so and then an accounting and finance and banking, but every every type of organization with its medical or whether it’s in business. There needs to be some hiring techniques of people, pay attention to I’m, going to bring up some things that a lot of people just don’t normally bring up or they don’t think about. I Staffing Tulsa Don’t think, and some of these things are justthey’re they’re, pretty simple to do, but it’s almost like they’re, pretty preternatural to people that they don’t. It doesn’t make sense to them and it’s something they don’t think about, and so the first thing I want to talk about is treating your potential employers. Just like you would one of your customers when, when you’re trying to bring people-and you got to you, got to try to focus on bringing in top talent, I was reading something the other day from disney in walt, disney world the other day, and it was. It was clearly talking about how important it is to getting the right people on the bus and everybody talks about how great disney world is about their cast members. You know those are really employees for us, but it’sit’s real important to make sure that you have the right people on the bus and so um to do that. You’ve got to make people feel comfortable when they come in to your place of business, and you know here’s some things that I see often times that we make certain to cut out of our hiring practice. I don’t want any of our recruiters being late. You know, Staffing Tulsa of course, that’s going to happen occasionally, but when you show up 15 or 20 minutes late to an interview, it doesn’t matter how important you are that sends a message. You know I’ve heard of some of the people that we hired that are hiring end candidates year. They’re making about six figures is what the salary would be and then, if the ceo, when you know generally that’s the third or fourth interview, go when they’re meeting with the ceo in a ceo, make some weight, 20 or 30 minutes for them and I get it. The ceo is the ceo. They get to decide what it is and how they do things, but it gives that employ an indication that, oh, my goodness like, if I ever have a meeting I’m going to be waiting around for the sky or it just kind of sends a message that employees aren’t that important. So it’s really really crucial that you make sure that you treat your potential employees as you as they’re. Coming in just like you would a potential customer greet them make them feel welcome. We have an entire system that is set up, that I learned from the people at disney on how to make sure that people feel comfortable when they walk in and and feel welcome in your place. You know if you’ve ever gone to disney world i, really think this is really interesting for employers to think about when you walk in the gate. All of that so on purpose, you know you’re getting greeted at when you’re out in the parking lot and then, as you’re going through you got. They have stages of people there to greet you and make sure that you’re like holy cow. This is an important place. Just the entrance has an entire system for it, and so, whenever you have people coming in for employment, your receptionist, if they give off the wrong vibe, do you know a picture says a thousand words to someone. If they see the receptionist is upset all of a sudden they’re going to be there going to be making judgments about how happy the places to work? I think you get the point. The second thing is:is you need to understand the cost and benefit of any any new hire? I? Think a lot of people miss this accounting companies. Always they have an ability to run accounting on people who on how much it cost to acquire an employee but oftentimes. Never how much it cost to hold on to the wrong employee and the ladder is the most expensive by a country mile, because you’re paying their salary and you’re paying a salary of somebody who is intending to be training them, and it’s really important that you make sure that before you bring someone on that, you put enough emphasis in your hiring system that you reduce the margin of error as much as possible. You’ll people now running personality test. They are bringing in many different people in their organization. You know, of a system that trinity puts out to our customers and encourage them to use is a is a grading system for every interview, based on the exact same questions that are asked each time, and then you grade the person at the end, and so you can make it a numerical decision rather than purely emotional decision. They’re, all sorts of things that you can do to make sure and reduce the margin of error that, whoever it is, it’s doing, your hiring. They do not need to be the person that just really doesn’t think about money, or they don’t think about the time it’s going to be wasted in. There are lots of people in your company’s they’re, like this probably ain’t, even in a management role where they just don’t think about the cost of certain things, and you need people that are going to have those mindset when they’re hiring, because you want them to know that if they get this wrong, it’s going to cost company a lot of money.
There thing is hard candidates for the long-term, Staffing Tulsa and this is going to go into a lot of what I just said is putting systems in place to where you are hiring for the long term. But I would encourage you to ask a lot of questions that will lead you to whether or not this is going to be a long-term hire. You can ask what are your plans, the next 3 to 5 years, I’m ass out early one in the interview and just see what what ends up happening or what? What it is it. They say make sure that their long-term goals aligned with what it is that you’re wanting to do. The Staffing Tulsa worst thing that you can do is hire someone they stay for one and a half to two years and then they bail, because that’s really when they become valuable to you and in america that is pretty much the norm 2 years and done 2 years and done 2 years and done and I get the markets moving towards more of a you, no contract base or project-based type of employment, but man when you start bringing in project base employment and that’s a big majority. What you’re doing you’re you’re going to lose a lot of quality I can almost guarantee you having someone who knows your culture? Who knows your business really well, they’re going to be way better job for you. The last thing is i. Do a good job with brand marketing, one of the things that I’ve always been told about our company and I didn’t even mean to do it. I swear to you, I didn’t, but it just happened. We were trying to increase our search engine, optimization we’re trying to put out a lot of content and I put a lot of effort in the content that we had out there and so people. You know they Staffing Tulsa would do their research on our company and whenever they went out and research our company one are google. Reviews were authentic. That I mean people wrote specific stuff about, as we didn’t ask him to do this, but that’s what they did. They wrote a Staffing Tulsa specific things and and talk very well of us in fact, of every staffing company that I know of in tulsa. We have by country mile the best google reviews around now one when people come in. We Staffing Tulsa ask for those reviews, but we’re very intentional with treating people in a way to are. They would want to say nice things about us and that it’s not forced and that’s the way. I always do things. I want things to be authentic and when they’re authentic people realize people realize it we we are in such a sales to culture that everyone’s getting beat on with sales, and it makes her the red flags go way high, and so putting some effort into these things will really help you. These are some things that I think that you can consider in trying to improve your hiring practices where you’re hiring for a medical facility or in a business facility. They can all help. Trinity would love to be a resource for you. Please give us a call at 918-622-2588, or you can visit us online at trinity employment.Com. Thank you