Tulsa healthcare staffing | Fast Progress

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Tulsa healthcare staffing | Fast Progress

Hi, my name is corey mentor and I’m with trinity employment specialist, and we are staffing organization we staff in both oklahoma city and tulsa markets, and that we’ve been doing this for over 10 years. Now, it’s crazy in those 10 years, though we’ve been in ink magazine, is one of america’s fastest growing companies we may get in that again. This next year was kind of cool. We’ve been one of tulsa’s top 40 fastest growing companies for several years running and and so in that time span, we’ve developed some good things, Tulsa healthcare staffing and so that’s what I want to share with you today real quick. We we started out staffing in the medical industry and we staff for lpns in orange and medical assistants. We’ve we’ve been able to become an expert now in staffing for nurse practitioners in physician’s assistantand now I i, don’t know that I caused an expert at it, but we we are staffing for a lot of positions now and it’s very difficult to reason. I say that we’ve been able to do pretty well with it, but it’s a lot more difficult. Then then, what one might think in crazy position? Do you know it’s? Something really interesting is that I’ve learned this from another company that I I was having to create, but there are only there are not enough physicians and there’s not enough schools to produce enough position to take care of the baby, boomer age and beyond. Isn’t that interesting? And so course that’s why they’re they’re having this recruit for physicians now, because it’s such a big deal and so are medical systems, probably going to get changed a little bit. I Tulsa healthcare staffing think trinity is going to be a part, we’re trying to create a system for helping in this new treeand. That’s going to happen, but I left off just a little bit ago, and talking about hiring systems in so I ended up believe with screening interview. So the whole idea behind this concept is, is it’s a lot of times? We have a lot of of our employers that we work with and they just don’t have a hiring system really in place.

No date, they kind of know, I mean it’s just like most people. They know that they that they need to hire someone and so place a job interview, bunch of people make a decision, and that’s really the three step process that we Tulsa healthcare staffing see most of our managers going for that they’ve been using for years and when you make a bad hire, it’s so very expensive. It is things that most people just don’t think about that. You have to train. You have to pay your stafftrain, this new person you’re paying the person while you’re doing this. You know they’re not very productive. At least data states that, if you’re lucky you’re going to get them for inductive after about five six months for each were there actually making money for you. It’s a lot of people don’t calculate in the law. The lost a company goes through in trying to hire, hire someone bring them, one get them up to speed, and so it’s very important that you have a hiring process so that you can make better decisions and overtime. Be able to save your company a lot of money to save you a lot more than what you think, and so we’re talking about doing. Screening interview so once you place an ad or if you, even if you use a staffing company might want to consider doing this is having a screening interview where you can get. You can get on the phone and off the phone in 5 minutes the wholegoal behind this is you want to determine whether or not they are a good candidate? That’s worth your time Tulsa healthcare staffing in meeting, so the questions you’re going to want to ask in this screening interview is:they want to be very very pointed questions and they’re they’re going to be wanting to deliver a lot of information. I would recommend they be open, ended questions in that you take some time to think about what are two good questions that should be able to eliminate for us, so the whole job there is to limonite, and so once you do a screening interview and you got-you have a a group of people that you’re wanting to interview. Well then, you’re going to start your interview, processinterview process is a lot for a lot of people are this that they bring people in and they and they try to decide whether they like them. Personally and i, got i, got to admit I’ve done this myself in in the past, I bring somebody in and I would really make a decision on whether or not I like them and I Tulsa healthcare staffing would put so much of an emphasis also on trying to hire somebody that had the exact skill-set I want you to know that at least was trinity, we’ve kind of gotten away from that a little bit and I’m not trying to tell someone who’s trying to hire an engineer to get it for the degree that makes sense. But if you, if you will really focus on character, the billy for that person have customer service, their integrity and their attituderight. Now, that’s that’s. How we hire people and so I want you to be able to create a process where you’re able to gauge these things and then add in the skill-set I get it you. You want to have a tough skill set, but we switch the order priority from the 80s, where the order party used to be only what their resume said. Only what they look like on paper was why we bring somebody in I want you to consider flipping that a little bit and considering character and attitude and integrity is being probably the front leaders there and then making their actual resume being a secondary and, and so, when you’re doing Tulsa healthcare staffing these, when you’re making the switches you want to change some of your questions to also addie and about character.

Ask questions about how did you handle situations that were difficult? What was the worsttype of situation that you had happen to ask questions like that? I really think that
Tulsa healthcare staffing that helps you to be able to gauge whether you know what type of person they are hard to find an interview to create a system and make sure that you have questions that are specific. There thought out, they’re, not on the fly. This keeps you from making a decision based on whether you, just like someone I’m sure that you met somebody before the past. Maybe I’m the only one I’m, not sure, but you met somebody really really like them, and then you got to know him and you’re likepeople do this in hiring all the time. So you want to try to eliminate that as much as possible by creating a systematic process in interviewing people. I would suggest that you had the same questions for every candidate, and that is so. You can actually measure its statistics thing, so the next thing is you’re going to want to. If you want to make a hiring decision and you really like a person, Tulsa healthcare staffing you want to check the references. First I really want to suggest that you put a lot of emphasis in this reference checking if you were an owner of a company-and this is an important position for you, I would suggest that you make the reference check. Call yourself don’t rely on one of your staff members to do it and hear here’s why your staff members are going to go robotically through the reference check and there are, you know you might have a manager or or someone who really cares about the overall vision of your company and they put a lot of effort into getting what you need, but most likely no one’s going to care more about your company. Then you and listen as owners. I want to get myself out of almost everything that I can and have, and have someone in delegate that if you don’t do that, it’s going to be very difficult to scale and grow. But this thing is a Tulsa healthcare staffing is very important. I want to I want to suggest to you that you do not delegate this out unless it is for lower level positions for your positions that are important. You need to be able to do this. I remember a long time ago, I had an employee that I loved interviewed great was. It was like too good to be true type of scenario and I went and checked his references and i. Do this myself I want to talk to the people that work with them I want to know what they are like, and you know it’s so funny, because at the end of the day, this person’s top of the boss was his wife and he listed his wife’s maiden name on the reference sheet and i. The only reason I was able to figure it out was because I was asking metrics in eventually I got her to admit that she was his wife and that this guy was a complete scam. Artist and what’s funny, is i. Did another staffing company called me about 4 weeks later? They have you ever heard of this person, because I hired him in their horrible, and they said that you gave them a job. Offer I didn’t give him a job offer so make sure. Okay, that you have that you check references, i, really suggest you do it on your own. If trinity can help you out in your hiring process, we would really love Tulsa healthcare staffing to be able to do. That. Please, give us a call anytime at 918-622-2588, or you can visit us online at trinity employment.Com. Thank youhi, my name is corey mentzer I’m, with trinity employment, specialist and I’m talking today about creating a system for recruiting and retaining employees and making sure that you had the right people into your field. We are staffing, firm and we’re located here in tulsa we’ve. We also do a lot of business in oklahoma, city and the surrounding areas. We start our company 10 years ago in the medical field, where we staff for everything from a medical assistant or front office person all the way up to a physician, and we staff for medical assistance. Lpns are ends, and Tulsa healthcare staffing we are one of the top healthcare staffing companies in tulsa and we’re now very well recognized for it 5 or 6 years ago. In between five and six years ago, we started our business division that focuses on financingrunning and banking and in all of our customers that we work with. We are constantly trying to encourage our partners that or the customers that we have to create a hiring system that works very well for them, and each each company should have a little bit different of a way that they go about hiring and so I go around or in or on our video series. I try to talk about all sorts of different things to consider when you’re trying to bring one and onboard another person but I want it. I want you to know why I think this is so important. The reason is because I believe it saves companies, thousands and thousands and thousands of dollars. Walmart says Tulsa healthcare staffing if they bring someone on at $11 an hour as a cashier and they stay or they or if they stay for around 3 months or they quit and or terminated. During that time. Walmart considers it an $11,000 loss. Most companies don’t see this because they don’t see how much money they do. The accounting companies do not report how much money you spent trying to onboard the person training, how much I t getting the person set up on the computer, the hr expense, the recruiting expense, the amount of money you’re paying them, while they’re training with you and they’re, not productive at all.

All of these things are so so important that people and it’s hidden, cost and so I think it’s so important to put hiring systems in place so that you make sure that you get the right person and reduce the margin of error. The first thing that I have on this list is to have an effective job description, not only internally, but I think that you should really put a ton of emphasis on externally. So I’ve got two different things. I want to talk about regarding the job description internally inside your company. Tulsa healthcare staffing You need to know, and you need to sit down with your employees, sit down with the people that is closest to that position and make sure has anything changed since we last wrote this job description. Of course, I’m talking to companies have been around long enough to have a job description, but make sure what are the things that have changed. We need to update this thing and have the meeting with the idea of updating it with technology. Changing as much as it has I can’t believe how different being a recruiter is today versus what it was only two years ago, like it’s not even same position, it’s hard for us to run to bring in a recruiter, and they haven’t recruited the last two years, because it’s completely different ball game we have to retrain. Almost everything second thing is:is creating your job description, that you’re portraying out to the public or the people that are going to be searching for this. You know when our case is a staffing company. What is it that you are trying to people keep in mind that the candidate that is their Tulsa healthcare staffing first interaction with you in this position that you need to give them a good idea of what it is that they’re looking for? You need to have a certain amount of sales approach in it, and so you need to make sure that you put a huge, not a huge amount of time at least make certain that it’s right, don’t just flippantly, hey we created this 2 years ago, was just hurry up and get this done and I’m not trying to dog on any other companies. But that’s, that’s generally the practice amongst a lot of companies that we work with and we’re talking about great companies to it. It doesn’t subtract that they’re great you got great people on their team, it’s just that they they have. They have to go through a lot Tulsa healthcare staffing of pain to get to the right person sometime, maybe too much more pain than they need. The second thing is you want to make sure that you check references thoroughly the other day i, the other day I saw this is probably last year actually heard this story before I had someone who came into our office in really did a great job interview. I mean they told us. They everything that we wanted to know. They’re, like I’ve, been a recruiter and I’m going to be able to bring a book of business with me, because I have so many people that work that have been used to working with me and I know I’m going to be able to bring business with us. It was big business to and everything lined up, I mean date. They did the same kind of recruiting that we did. You know it. It was like an easy. No questions asked everybody is on board. With this person, personality is great. Let’s go so I go to church start checking references and I got i. Did the reference? Checking myself if you’re, an owner of a small company, I recommend that you do this or you have somebody Tulsa healthcare staffing that is very compton please. Farm this out to your administrative assistant, to check references they’re not going to ask and be in tune with a lot of the things that I think that you’re going to want them to be in tune with, but I started. Asking questions and I was asking simple questions about data. This was somebody that this person had claimed was their supervisor in a staffing and I said. Well, how many hours did you guys work in or how many? How many hours did you guys have each month or each week on staffing she’s like? What do you mean when you are in a staffing? I’ve, never met a staffing person ever that doesn’t know what that means. If you’re, not in staffing, you probably don’t know what that means, but in the staffing world that’s a big number, that’s the number that everybody needs to know. There’s no chance. She was a manager and didn’t know that number so I started asking questions more questions and I was like what kind you know how many people did you have working what you know, what kind of positions was it? How did he go about recruiting you know and when I got into some of the specific details, I recognize this person could not have been a manager and I was like and I was like man. I’ve got to be Tulsa healthcare staffing honest with you, it’s it’s hard. How are you not? How is it that you didn’t know this information with this person and I finally got her to admit that this lady was his wife and she was she was trying to cover for him, and you know I felt really horrible for because you could tell she was nervous when I called and this guy had been a con artist, ask type and he did ran the gamut on people. Had we just ask general questions, i, don’t know that we have found that bit i. This is something that’s kind of interesting I hate this for for my friend, because he is a good friend. He has a staffing company. This guy goes and tells him that I had extended a job offer to him, but that it wasn’t quite enough Tulsa healthcare staffing and that he would work.

He gave him the exact same story except for he had written henry written his resume and written it specific for those type of position. So might Tulsa healthcare staffing my buddy give me a call it’s like what do you know about this? Guy and I was like you know, he’s like. Did you give him a job offer and I said no and so? Eventually, this guy kept peeling peeling, so I told him, listen, I called his references references. Why does god harden and he couldn’t understand why he wasn’t doing very good I’m. Just saying that be careful, some people aren’t going to give you the right kind of information and creating a hiring process will help you to keep from having situations like this happening. Tulsa healthcare staffing Making certain that a big part of your reference checking is is a part of your hiring process. Make sure that you have specific questions already in place and that you create a system for your reference checking. You know what questions you’re going to ask and it’s going to help you to be much more efficient and gathering this information had I not have my system I’m, almost certain that I’ll just ask general questions and got out of there and I would have been able to figure it out. So listen this. These are the first two things. I’ve got three things I’ll do in a second in a second video. Please give me a call at trinity employment at 918-622-2588, or you can visit us online at trinity, employment.Com

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