Tulsa Medical Staffing | Three Trends That Will Shape Recruiting In 2019

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Tulsa Medical Staffing | Wanting More Out Of Life?

You are listening to trinity employments, eight player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter. Hi, welcome back to the a player match bakers where we’re always looking at ways to add value to job seekers and employers in the title of this podcast are three ten three trends that will shape recruiting in 2019 and right now the employment market has completely changed as most of our employers are aware of. And any job seekers probably pretty happy right now because they’ve got plenty of opportunities to go and look at and they have some pretty aggressive employers as well. I know I was just out in the um, on our floor talking and one of our main, one of our recruiting managers told us that some of our medical billing people before we’re able to even schedule an interview for them and that’s like the next day they’ve already gotten a job and received a job. And so we are under that kind of a gun under this, this market right now. So there are a lot of things that are changing and these are some things that I think it’s just important to be aware of Tulsa Medical Staffing.

And so I think this content is going to be able to help a lot of hiring managers that are just looking at the trends. These trends are coming from uh, the organization Sherm, which all of us HR people know that that is a very valuable source. Um, we, we always start out with some statistics, but before, uh, before I get going, what I’d like to do is go ahead and start out with some quotes that we have to just try to tee up what we’re trying to go after. We’re all trying to find the various, the very best employees that we can. And um, in this, this first quote is Bill Gates, a founder of Microsoft, a corporation, the competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area. That’s one of the areas that we’re going to talk about. Another one that I really enjoyed Richard Branson in his take on the way to do business. Um, I, I, he’s, he even has some interesting interviewing techniques that he uses as well. But here’s a, here’s a quote from him. You train people well enough so they can leave, treat them well enough so that they don’t want to. That’s a big, big thing in employer with employers now is keeping your a players and not giving them a reason to want to leave. Um, here’s one from Steve Jobs. The secret of my success is that we have gone to exceptional links to hire the best people in the world that Steve Jobs in actually appear on my wall. I have a quote from him that I always think is because we’re always trying to help people find a players. And his quote here that’s up on my wall is a small team of a plus players can run circles around a giant team of B and c players with Tulsa Medical Staffing.

And so that’s, that’s something also that I’m always trying to find in and hone in on. And every small business person is trying to do this. But man, man, did we try a lot? So I want to go ahead and start out with some statistics. Um, 92% of respondents told linkedin that they value soft skills as much or more than hard skills upon hire. But while companies agree that soft skills are valuable, most struggle to assess them accurately. In fact, just 41% have a formal process in place to measure them. 68% of respondents say the main way that they jugged judge soft skills is by observation during the interview. Does that sound familiar to anyone? The very first taught, the very first, um, action item here that I wanted to discuss is hiring for soft skills and potential. You know, these are three trends that you’re going to have to start looking at. I remember I was in an airport not too long ago and there was a, there was a Harvard Business Review, um, journal that one of my, a mentor of mine had said, you really need to start reading these things. And I went in to go buy this. It was actually at the airport. It was in one of those really complex new stands that has every kind of magazine that you can ever imagine. And they were, uh, I went in to go buy this thing. I didn’t even look at the price tag because it was just a magazine. So I took it up there in this typical magazine, it looked like just a normal, and it was a, I think it was like 1515 or 20 bucks for this, for this magazine. I was like, oh my gosh, just out of embarrassment. I went ahead and bought it.

So of course I started reading it, but one of the things that they said in is that you’re going to have to start to hire the person and train the skill. And that’s exactly what people are trying to figure out. It’s just that people are trying, are having a hard time assessing what, what does judge soft skills? Well, we could all look to personality tests and go, well you know, obviously a personality test might be able to help us hone in on it. And although I think that that’s true, that helps you to hone in on it. I definitely don’t think that that is a great assessment. I have someone here that was literally just making fun of me in my office just just now because she is just a rock star for us and she’s killing it. And when, uh, when we were hiring her, I told her, I said, I’m concerned about hiring you because I don’t know that you had the drive to get this done now with Tulsa Medical Staffing.

And so she throws that in my face every time she gets, every time she gets a chance, she’s like, remember you didn’t want to hire me. And of course, oh, that’s, that’s a, um, that’s a sore subject with us. But the reason was, was because in the interview, okay, just like the, it said, 41% of employers rely on that in the interview. I did not analyze who she was. I, there’s no way I could have seen that drive in looking back at it. In fact, um, I just don’t know. I don’t know how it would’ve been able to tell that. Now we, we’ve run personality tests. We got, she is what the personality test says that she is, but her drive was something that, uh, was a great surprise, um, to, to me at least, I, I didn’t, I wouldn’t have hired her if I, if we didn’t think that she would’ve been good, but, uh, I’m, I’m actually, you know, just really excited about just the drive that they, that they work with so check out https://trinityemployment.com now! Also call us at 918-622-2588!

Tulsa Medical Staffing | Are You Excited To Work?

But you trying, I’m trying to say that in that personality tests aren’t going to get it for you all the time. We ran a personality test and then we did the, what 41% of other employers are doing and that’s just trying to use observation. And then also we bring our team in and luckily one of our key members really thought Holly ever, all of her references were people that I knew. And so I was able to utilize those references as a, as a good key. But, um, but I’ll tell you that it is very difficult to, to change, but employers need to be looking for soft skills and training more for the hard skills. And that’s what the Harvard Business Review Journal article was trying to say is that you, you can’t get people that can just play well in the sandbox with the other kids. And I think a lot of employers and a lot of businesses spend way too much time dealing with, with unnecessary drama based on the fact that other people don’t know how to play well in the sandbox with one another with Tulsa Medical Staffing.

So I think it’s really important that you, that you understand soft skills and begin to put together a process and put some thought process into learning how to see and judge someone’s soft skills. The second thing is, is offering workflow flexibility. We first saw this in all of the IT companies and, um, social media companies. And you know, I, I remember, you know, we’re, we’re getting ready to move offices and I’m doing something special in this office that I don’t want to make public yet, um, at least to our employees because I want it to be a surprise to them. But I found something really special, um, in just looking at the workplaces for Google and seeing, you know, how they, you know, how they create space and how they, how they get the most out of their employees and what kind of situation is it that they, that they create, what kind of atmosphere do they create that gets people to want to be there at work with Tulsa Medical Staffing.

And so, um, in, in doing that, you can, you can check and see what these other companies are doing. I think it’s really important to do that. You know, obviously they’re giving work flexibility, but I’ll tell you what, places like Google dirt, they are making another turn on this and they are offering really great amenities to really try to get their employees to never leave work. They’ve got pool tables, they’ve got relaxed and they’ve got nap. Things that you can go take intapp with. They’ve got coffee shops. All the food is free. Like their amenities are unbelievable. If you stay there, you could live there forever. Like that’s, that’s what they have. But, um, but at the same time, you know, other people have, have families and stuff like that, but they give them work flexibility and they make it their idea and that’s how they’re getting around it.

Um, work flexibility is becoming the norm. Said, Jason Phillips, he’s the vice president of digital HR and global chief of staff at computer technology from Cisco. The challenge is how fast can organizations provide it. Those that can are going to be in a far better position to attract and retain top talent over the next three to five years. That’s something that we’re trying to do here at Trinity, but many other employers are going to have to start thinking about this. A recent survey and indeed found that nearly half, 57 47 I’m sorry, 47% of employees say that remote work policies are an important factor in choosing a job and 40% of those employees whose employers don’t currently offer remote work said that they would consider taking a pay cut for that option. That’s interesting for employers to consider, but this is something that’s definitely becoming a big hiring need, a desired thing for employees. And so for 2019, this is something that we need to be thinking about. The last thing and then we’ll, we’ll, we’ll leave, um, being transparent about pay, you know, when you interview enough people, you’ll, you’ll hear it over and over again. Many, many people have heard this as if you’re hiring manager, is that my employer told me that I would get paid this, that, and the other and it just didn’t happen. And whether they understood it appropriately or I, I gotta be, I gotta be honest. The, in the, in the past I’ve been, uh, I’ve been susceptible of not truly knowing exactly how our commission structure worked and I had to get really wise to it so that I could accurately say at any given time and be able to break it down. Because a lot of, a lot of times a commission type structure can get tricky with some people and how it’s calculated at the end of the day with Tulsa Medical Staffing.

But it’s really important that you’re clear and concise about this. One thing that I learned in doing this business, particularly in staffing, man surprises are never good. They’re never good. Um, and when you’re dealing with other employers, surprises are never good. And same thing whenever you have a surprise for an employee and sometimes it’s nothing other than just a miscommunication. And so you need to make sure that you have an ability to be very transparent about pay and not allow there to be any kind of a misunderstanding. A majority of organizations, 73% are still not ready to share salary information during the hiring process. According to Linkedin, of the 27% of respondents who said that their company is transparent about pay 67% share salary ranges with candidates early in the hiring process, 59% share ranges with employees and 48% share ranges publicly on job posts. And those who do share salary ranges cite many benefits, especially when it comes to speeding up the hiring process. And so this is something that employers need to be con, uh, considering and making sure that their salary is very transparent. It’s very clear, concise, and everyone understands that, especially if you have a commission structure set up to it. So I hope that these items are helpful for you. If Trinity can help you out in any way, please give us a call. We would love to hear from you, or you can visit us on our website. You can find this podcast along with a lot of other content on our website@ trinityemployment.com. So I hope you have a great day and call us at 918-622-2588. Thank you for joining us. Yes.

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