Tulsa Medical Staffing | Do You Want TO get Employed?
You are listening to trinity employments, eight player Matchmaker podcast starring your host and the cofounder of Trinity Employment Specialists, Cory Minter. Hi and welcome. Welcome back to the a player matchmakers where we are always trying to find ways to add value to job seekers and employers in the title of this podcast is the four key habits of an a player. I have something on my wall back here and it’s a quote by Steve Jobs and I never will forget this quote because I just think, I just think it’s so, it’s so true. Um, what he said here and he was ahead of his time in this understanding in Microsoft and the quote is a s a small team of a plus players can run circles around a giant team of B and c players. And that’s Steve Jobs. And that’s why we’re doing this podcast because trying to find a players is a really big deal. A players can do three things in, in my opinion, they’ll do one and a half times the work with Tulsa Medical Staffing.
They stay longer and then they will recruit other a players over to your company because they only want to work with a players. And, and the thing is if you have a team of B players, sometimes you will run off your a players. So this is something that is really important for you to understand, um, how to hire, what to look for in an a player. And that’s why we’re doing this particular podcast. Before we get started though, you can see all of our new content on our email@example.com and there’s a podcast, a drop down menu there. You Click on that, you’ll see that we have like 70 some odd episodes now. It’s a, it’s really, we’ve got a lot of content and a lot of it is some really great stuff. So, um, before we get started, we always start with some statistics. So I’m gonna, I’m going to read some statistics to you just to get you thinking. Productivity improves by 2020 5% in organizations with connected employees. That’s the McKinsey Global Institute. Employees who exercise their strengths on a daily basis are 8% more productive and six times more likely to be engaged. That’s the Gallup poll. And I’ll read you more here. Teams with high performance employees and engagement rates are 21% more productive and give 28% less internal theft than those with low engagement. Getting a players just like Steve Jobs said, um, is so important. You know, if you, if you ever watched his movie, I don’t know which one it was Kellen, but it was one of those, uh, it was one of his movies that was giving a description of apple and how it became, and remember they, what happened was, is they took away like some project for him and they, they told him, well go ahead and create like a small little computer for us. And He created the Imac, you know, you remember this. And so they’re trying to use this to get Steve jobs away. And what he did is he went and he got the top performing players and he had a very small team. And so the entire company thought nothing of this project because it was a very, very small team. He only had like five or six people in there and, and he was creating this idea and he just pushed and pushed and pushed. And that’s where he said that that’s where that came from is if I can get a small group of a players will run circles around the entire company. And that’s what he did with that product because he took that product to market and that was the big seller for him. And it was because he had a group of a players. And so how do we get a players? How do you look for a players Kaelin, and much of the way you just said it right when I’m asking questions, I want to know if they’ve ever been given ownership to anything. What did they do with it? So what I loved about what you just said, Cory was, you know, I know that we get caught up in processes, especially as as businesses growing, right? And a lot of times we overlook and you see that in a lot of leadership books. One, how to hire an a player, but two, if we have them to not just stick them in a process, give them some freedom and see where it goes. Yeah, I will tell you, listen, you’ve got it the way that I manage. Okay, and I’m not saying this is the best way. I don’t, I don’t want to ever claim that, but the way that I manage is at the very beginning, we are very, very relentless about our procedures and our processes, and we want every employee to understand how trinity works with Tulsa Medical Staffing.
We really want that to happen. Once the person knows how trinity works, we like to give them a little bit of freedom to go and make the process even better. Now, you might have some really, see, we’re a small business here. You might have some big huge companies, company executives go, man, that is a huge mistake. You’re going to end up with a lot of problems. But I listen in my experience, giving an a player some room to grow and create something extraordinary. Man, that has been one of the best things that we allowed to happen. You know, I don’t know how, how does this happen in your company? A lot of times, um, well in ours we’re technology so things are moving so rapidly. We see, um, new patterns or, or new, um, security suites. You know, we talked a lot about security so we see some new things in security and we’ll give somebody ownership to, to do the discovery and give us some feedback on it or ask them should we be changing something. Uh, what we want to do with this podcast is we want to try to give you, we have four things here that help you to understand whether someone is an, a player, a B player. The thing that the decision making comes when you’re bringing someone on the team and in the interviewing process. Now I want to give, there’s a book called topgrading that I want to recommend to anyone who is trying to do high performance hiring. Um, and this book is in my opinion, I’ve got two copies down over here and I tried to give it away to people, uh, any of our clients. Um, it’s a way to grade an employee to make sure that you are hiring someone who’s an a player. They, this is the book that coined the phrase a player, B players, c player and getting the right people on the bus and get the best Tulsa Medical Staffing.
So I, I really want to recommend that as a great resource for extended learning, uh, past this. But our first thing that, that we want to recommend that people do is to, to think about this. Think about this first topic. A players own both good and bad outcomes. B players have a laundry list of excuses for why they’re not performing. And Kaelin, do you have any examples of this on your team? Maybe some past employees that’s been at new wave? Oh yeah, absolutely. Especially if you look back over the people that are no longer there, right? When a, when a challenge arises, for the most part, you address it. It’s somebody else’s fault or something. How it’s always passed on to somebody else. They don’t take ownership for even their role in it. Right. Um, to whereas as some of the, the guys that I’ve seen, not only just just a players but grow, uh, grow within the company, right? Call now at 918-622-2588 or go to https://trinityemployment.com.
Tulsa Medical Staffing | Making the Right Choice!
They may have started off great and now they’re are our top tier guys. They’re the first to identify where the failure was. A majority of the time they’ve already assessed that and they have an idea moving forward. Well, the a players that I’ve had here they are when the very first sentence of this is a player’s own both good and bad outcomes. What I love is that when things go really, really good, they, they have that confidence say, yeah man, we created that. And when things go really bad and it’s their fault through the very first to come up and say, you know what, that was my bad and I should have fixed this, this, that. Now a players, they just have that confidence in themselves. The problem. The reason that this is such a big deal is because your B players have not only they have a laundry list of excuses, but a lot of times they start looking around at other people on your team to go help it. I heard this from that person and this person, they did this and they’re starting to point somewhere else in. When the laundry list of excuses begins to move over into other members of your team, then all of a sudden you’re, you’ve got a culture problem. Your B players are often times they’re good enough that you don’t want to fire, but they’re, they’re insecure enough to want to move blame to someone else and it creates a really big cultural problem. Have you ever had this happen? Oh, absolutely. And you hit the nail on the head. It’s, it’s confidence. Um, versus, you know, what’s on the other side of the coin is insecurity. Um, and, and as you know, Cory, the, the challenging part with it as you can, you pull him aside, have the conversation where nobody hears. It gives some coaching. But for many professionals, when you identify that insecurity, it’s become a habit with the top Tulsa Medical Staffing.
It’s really hard for them to break it. Uh, and an employee who owns up to his or her mistakes demonstrate self awareness. That’s really what this is impersonal responsibility. Both fundamental qualities of an a player. They hold themselves accountable. Um, it leads to solutions rather than prolonging the problem or repeating it over and over again. A players understand this, they know this. And so when, here’s how you check this though. Okay? You need to, you need to be checking references and ask this question to your, the people that you’re, that you’re checking references on. Did they own both good and bad outcomes? Can you give me an example of that? Did you ever have, did you ever have a problem with them bringing a list of excuses? A lot of times these are not going to be questions that are going to alert someone not nearly as bad as if you ask, are they on time? All that. Were they on time? Were they late? Did they create problems in the workplace? Now those things, people are going to try to avoid that a little bit, but you can, you can ask did they own good and bad outcomes? A lot of times these questions will get you a lot better. A lot more authentic of a response than asking a generalized question. Like, did they create a problem in the office? So I hope that made sense. The number two, a players try something new or different to correct their course. B players stick right to their comfort zone. And I know you manage salespeople, so you got, you got to have at least a good example of this. Oh yeah. It’s the, Tulsa Medical Staffing that makes a difference.
it’s the same conversation, right? What’s, if you’re not getting the outcome you desire, what’s going to change, right? Where’s, where’s the extra effort coming in? Um, even if they’re hitting the ground running every day, if they, if they’re not getting the outcome they want, and I call it one dimensional sales, right? If they’re just the guide that wants to grind and they’re not gonna figure out the networking and they’re not gonna figure out the referral from the clients and they’re not going to figure out some of the marketing, they’re going to be a grinder in the effort they’re putting out is not sufficient. Well, the options to put out more effort, right? And as a manager you can micromanage that and change it for a day. But the second that you try to go back and perform your other roles, that habit comes in and they roll right back to the metrics you used to. Oh yeah. So this is where I notice it and for our recruiters, listen, sometimes finding great employees for our customers. Listen man, it’s, it’s a pain in the butt. So you know, like right now, medical billers, we have more requests right now for medical billers than you would ever imagine. And there’s just not enough in Tulsa to go around. And so the really the best recruiter wins at this. So a big differentiator for us is when we have a recruiter that is going to just keep on indeed, they’re waiting for them to come in, you know, or they’re just following the same methods are a players. They don’t care. They’re, if they’ll go do anything, you know, they’ll go back into our database and start calling other other medical billers and start sending texts. Hey, do you know of someone, Hey, we’ve got a referral fee.
We would love to send you a referral fee if you send us anyone that you know of that’s looking, this is to all of our ex employees. Or then they get on Facebook and they start spreading it on employment sites and they start spreading, uh, you know, incentives on our employment side. They, they never stop looking. They’ll start going to job fairs or calling workforce Tulsa. They’ll start doing anything and everything rather than just accepting that, well, I guess there’s not enough going around right now. You know that the market’s tough. It’s really, really tough right now. And so I know that not everyone’s in the recruiting game, but having someone and asking these questions, what did employees do when things became difficult? Did they try to create their own way or did they seem to just be more comfortable in the comfort zone? You don’t have to pose the question negatively to a potential reference, but you can always say where they just more comfort, comfortable as a, you know, in their comfort zone. What, what type of scenario should I set up for them? And when you get somebody, Oh yeah, they love their comfort zone. Be careful because you’re likely not going to get anyone that’s gonna move them for you when you’ve got to watch out Cory, because you know, as a small growing business, right? If you’re going to grow every three to five years, things better be changing. You cannot continue as a business to do the things you’ve always done. So another great question was how adverse was that employee to change? Yeah, yeah, absolutely. And then, and then where are they willing to go there and get out of their comfort zone quickly? Or was it hard to get them out of the comfort zone staff for companies like this, you’ll go in and there’s, and not, not that anything w you know, working over 50 years old, but there’s people that are 60 and 70 working for the company and they’re just, heck no, we’re not doing this. I’ve always done it this way and that company struggling.
Yeah, it really truly it’s like it’s what Steve Jobs said. If you have a small team of a players, you really will just run circles around B players and listen, I’m not trying to say that you don’t need B players in your company. I think every large company they have a decent number of B players, but for a small company, for a small business, you really, really need to get a group of a players. That is one thing that I’ve learned for sure is that when you have more B players than you do a players, man is so tough to win. So tough to win, especially in our, in our top of industry. Number three moving on is a players excite and motivate other people around them. And B players require motivation. This is another thing that I think that you can ask and get insight on on references before you hire someone, but I’m telling you, our a players here, they lean in towards positivity, try to motivate positively the people around them and really are, listen in, in, in working with B players, the B players, not only do they need motivation, but they also need to, you’ve got to watch them or they will begin to take the team down.
A negative way of thinking that can be detrimental to your culture, so you have to, you don’t just watch out for them, not motivating people around them. You want to make sure that they’re not demotivating your a players around because like I said earlier, your B players, you have too many of them. They’ll run off your a players because a players want to win attitudes, everything. Absolutely. Number four is a players work to understand the INS and outs of their business and B players know just enough to get the job done and this, this is what I’ve noticed. Your a players, they want to know how everything works. They’re curious. They’re just curious people. They’re inquisitive. They want to know why not just to go do it. They want to know why. You know, the a player wreck recognizes they’re fluctuating responsibilities, adapting to the best that they can to solve problems. Um, this was from Vic Vaishnavi, from a Forbes hire for that name. He said, you’ll never hear from them. That wasn’t in my job description. You’ll never hear that. A players are actively involved in team members of your team, always working to better themselves and meet their end goals. Um, and they’re not just in there just to do enough to get the job done. Have, have you had, have you dealt with this in your sales department? I know you’ve got, you’ve got more employees than we have. You’ve got like 30 over there, don’t you? Or growing. Yeah, doing good. Um, you know, and, and that’s a big part of what we look at in hiring first is the attitude. But second one of our core values live with passion. And that’s exactly what you’re talking about here. They are passionate about life. They’re passionate about the business. They’re not in it because they took some class and now they know how to fix a computer. Cause there’s a lot of guys in it that just ended up there and they know the basic computer, the hate it. Yeah. You’ve got to make sure, and we talked about this one degree, that people, when you hire them in the position you hire them for, that’s what gives them energy. They find it fascinating. They want it, they want to do better, they want to know better with Tulsa Medical Staffing.
That’s really what you’re looking for. I know I’ve said this three or four times, but you can check a lot of these things out in the references. And so being very deliberate with that really helps you to make sure and minimize the margin of error as much as you can on getting a B or c player. Um, and trying to focus on getting an a player. I hope that this helps you out. It gives you a perspective on your hiring this week. If Trinity can help you out in any way, please give us a call. We would love to. Um, you can visit us on our website where we have a lot of information about our, about our business and what we do. Please go check us out on Google. We’ve got some of the highest rated Google remarks in our industry. In fact, we just got an award from it. Um, just the other day that it’s going to be posted up publicly soon. So, um, thank you so much for joining us. Give us a call at 918-622-2588 or visit us online at trinityemployment.com.