Tulsa Medical Staffing | Mistakes Managers Make When Conducting Interviews

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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 you a player match makers where we’re always trying to find different ways to add value to job seekers and employers. And the title of this, uh, podcast is mistakes that managers make when they’re conducting interviews. And so if you are someone who is struggling to find the right people and, or you kind of know in the back of your head that this is not something that you really know a whole lot about. There are a lot of managers who are very, very good at managing and that’s their specialty and maybe they, maybe they specialize in their particular field and they have a management role. However, spending a lot of time learning about all of the new HR rules and regulations that have changed our world completely now and in the last seven or eight years, things have completely changed. Even, even yesterday, I got a pretty significant change to the affordable care act that’s going to change the medical world and some of the issues in the way they, the way that they hire Tulsa Medical Staffing.

And I got that from my attorney and I have to read it to make sure that we’re aware of it. So there are so many different things that are coming up and if you know that you really aren’t up to speed, maybe this, maybe this content will be able to help you out. Um, this next topic that we’re going to be talking about, our 10 statistics about the connection between employee engagement and the wellness of a company. So I’d like to invite you to come and listen to that as well, but that’s something that’s upcoming. But I just believe that this content is going to be very helpful for someone who really is not actively engaged in the interviewing game or you are and you know, you that you don’t know a lot about, uh, the process. So the, these are some things that I think that, uh, you, you might be able to be, uh, be interested in. But we want to ask you to let other people know about this podcast. We would love to be able to add value to other people. So the first thing that we like to do is start in with some statistics. And these statistics come specifically from a career builder, a survey that they did, and this was the first one that I thought was interesting. The average cost of one bad hire is nearly $15,000 and the average cost of losing a good hire is nearly $30,000. That is really important to keep in mind. Walmart says that if they hire someone at roughly, um, $11 an hour and they keep them for three months and they or they quit in between those three months, they consider that an uh, uh, an $11,000 loss. And that’s often $11 an employee. So this, this survey saying $15,000. Well, good grief. What if you were paying someone 50 to a hundred thousand dollars a year?

You can see how the cost of that can really go up. The second statistic is two and three workers say that they have accepted a job and later realized it was a bad fit. Half of these workers have quit within the first six months, which is another huge costs to employers. Most employers do not understand the astronomical cost of losing the wrong person after you have invested six months of effort into getting them ready. And then the last statistic before we get started into the action items is that 75% of workers say that they’re loyal to their current employer, much less 54% say they feel their company is loyal to them. And so we have this new thing that is, it’s changed. It started a long time ago. We all know that it has, but used to when people would be very, very loyal to their employer and likewise the employer was loyal to the employee from Tulsa Medical Staffing.

Those days are are waning and waning away. I would like to say and think that trinity is, is a difference in that, but the, the entire industry in itself is just changing. So we want to go ahead and move into some action items. And the very first thing that, uh, that this survey has said is the number one mistake that managers make is that they talk too much. Now, listen, we have had this happen a lot. In fact, um, when me and my wife started hiring a long time ago, this was a time when my wife had, she, she had not really interviewed very much at all and she was jumping into this because our company took off so drastically quickly. And I remember her talking the entire time and telling the candidate exactly what we were wanting to, uh, to see or we’re telling, well, we really, really are looking for someone who’s trying to find a good, solid, longterm place of Tulsa Medical Staffing.

So what do you feel like about staying longterm? You know, obviously the candidate is going to tell you exactly what they just told. And I remember this, this was way long ago, this was 10 years ago. I remember telling her, listen, you can’t tell him what you’re looking for first. And you can’t talk too much because a, you’re trying to get to know them and you’ve got to give them an opportunity to talk. So the, the, the best advice here is to aim for an 85, 15 split, 85% of the time you’re listening. And sometimes that’s hard to do, especially when you have somebody who doesn’t talk a lot, but 15% of the time you should be trying to talk and inform them of the job, make sure that you do a good job of letting them know what it is that, uh, that the job is what it entails, a brief job description of it, what it is that you’re looking for then check out https://trinityemployment.com. also call us now at 918-622-2588 as soon as you can!

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Make certain that the candidate knows that as well. That way they don’t leave. Wondering now what was that that I just interviewed for? And also don’t rush into break those awkward silences that that is the hardest part about listening is that sometimes you’ll have that awkward silence and having the restraint from going ahead and speaking and taking the pressure off of that person. Um, it’s, it really puts the interviewer at a disadvantage. And so obviously for, uh, you know, for this particular thing, I’m, I’m really kind of talking to interview the, the, um, the employer, not the employee. The, the mistake number two, number two is failing to prepare. You know, you don’t quickly just scan a resume for the first time just before you sit down with an interviewee. The problem is, is that we work with managers all the time and I can tell you, I, I can tell you from experience that is the case in, in a lot of ways of Tulsa Medical Staffing.

Um, we’ve had managers call us before and say, listen, why did you send that person over to me? Um, once I got to look at the resume, um, I saw that they were talented in this and this, I think they would be better for this position. We’re like, well, did you not take a look at it? Um, and I gotta be honest myself in running this business early on, I remember just getting some resumes, looking at them for the very first time and doing exactly that. I think a lot of small business people get caught up in this. Now I get it 100% because good grief, it is difficult being an entrepreneur, especially when you’re starting out. You are responsible for everything and you don’t have a lot of help going on and so in. Same thing with managers. Sometimes their job is not the primary function to be interviewing and so it’s real easy to just to not prepare and just start firing off questions. And what that does is it leads you into a flawed sample. If you’re interviewing and trying to compare one candidate from another, we have nothing to compare to because you’re not asking the same questions of each candidate and you really want to even take the, the next step in that is to create a system for hiring. So you know the kinds of questions that you’re going to ask. You’re going to be able to tell them what the next steps are in the interviewing process. You’re going to be able to be clear with them about when you’re wanting to make your decision. And right now, especially in the hiring culture that we’re in now, where if you get somebody who’s really there, there are many employers likely after them and so before you sit down with the interview, take time to review the resume ahead of time and think about what you want from this new employee with Tulsa Medical Staffing.

Write it down, make sure you have the goals, make sure and have exactly what it is they’re going to do and when they ask questions, make sure you’re easily able to explain it to them. Preparation will help you keep the interview on track as well and determine whether a candidate is a qualified fit or not. One of the things that I take on that I like to do in addition to just getting sitting down and preparing some of these things, I like to have a scorecard prepared. So in each different category that I’m looking for at the end of the interview, I like to score them numerically one through 10 how did they, how were they personality fit for our organization and culture? How were they on the skill set? Did they match up on the skillset one through 10. Um, how were they with the specific software that we needed? One through 10. And at the end of the day, half five or six areas that you’re grading on a numeric scale. That way when you have three or four candidates and you’re trying to line them up, you can have an overall score. And I really think that that will help a lot of managers to make the right decision. That way you take a lot of the emotion out of the decision. Mistake number three, I’m asking questions off the cuff. Elusive approach is not good for interviewers. Um, if, if at best it can be uninformative and at worst it can be a legal nightmare. Um, so you want to prepare a list of questions ahead of time and stick to them for the most part. Of course, you can ask further questions, um, digging into more details and you can still dig deeper in into their answers. But managers often get in trouble when they just try to wing it in an interview when they’re ill prepared in Tulsa Medical Staffing.

Let me give you a great example. If you are out hanging out with some friends and you’re gonna meet someone new and, and you’ve never met them before, so there’s always that little bit of nervous energy. One thing that is uplight thing to ask, or at least in my age group, I’m in my forties, but it, it’s a polite thing to ask. Do you have any children? Um, and then you are you, it’s a, it’s a kind question. This is a friendship type thing and so it’s, it’s just an automatic thing that a lot of people are used to asking. They’re used to ask them about their personal life and it’s not to get, it’s not to dig in and be malicious in any way. It is just for kindness and, but in an interview, those things that are in other circumstances, Mitt as kindness, obviously those are definitely off limits. And I think most people would understand that. I’m trying to give an example of not of just winging it and not being, uh, mentally in business mode. I think it would be really important for you to mistake number four is not knowing your legal limits. Interviews can be a legal minefield and you want to make sure that everyone involved in the interviewing process understands what they can and can’t ask during the interview. This includes employees that you bring in. Maybe you’re just trying to get their take on it and you just want them to meet them and it’s a very simple, harmless thing that you’re wanting to do and they go into friendship mode. Oh, do you have, do you have some kids? I have a three year old and all of a sudden you have jumped into something that can could be a legal nightmare for you with Tulsa Medical Staffing.

One of the things that I suggest that you do that I think that I think can help a lot of people is just having a training session. If you’re in, if you’re involved with a sherm or you can go onto youtube, you can find some general HR interviewing workshops that you could have somebody watch probably 2030 minutes of their time and you could really have some decent training that you can do there. Please make sure that you oversee this training and make sure that it is quality and that it’s up to the time is what I would suggest a mistake number five and we’ll, we’ll get out of here is being blinded by your personal preferences. I’ll tell you, have you ever met someone that you really, really liked? You really liked them at first and you found out later on that may and I don’t know that I liked them as well.However, had you, had you made your decision based on the first hour that you spent with the person, you just loved them to death? Well, sometimes you need to, in a jobs situation, a lot of managers make a big mistake by hiring who they like. And of course you want to hire people that you like, don’t get me wrong with their, but just not allowing that to be the primary, um, driver by why you hire someone. You’ll want to also make sure that they can perform the duties and be an expert in, or at least have the capability of being an expert in what it is that you’re wanting them to do. So these things should help most managers that just simple mistakes to think about. If Trinity can help you out in any way, shape, or form, we would love to please give us a call at 918-622-2588 or you can visit us online at https://trinityemployment.com to learn a whole lot more about what we do.

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