Tulsa Medical Staffing | Transition to Candidate to Employee

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You are listening to Trinity. Employment’s a player matchmaker podcast, starring your host and the cofounder of Trinity employment specialists. Cory Minter. Hello.

Hello, and welcome back to the A-player matchmakers, where we’re always trying to find different ways to add, add value to job seekers and employers. And the title of this podcast is in the transition from candidate to employee. Collaboration is really key right now is a weird time right now is a very weird time. We have every candidate in the job market is looking for that perfect position and that’s harder than it sounds. It sounds like a really difficult deal and looking for a job it’s a full-time job of its own and job seekers head into the market every single day, to make sure that they’re going to hopefully get access to every role that they potentially qualify for or desire. And even though it’s a really tiring and time-consuming process candidates put up with it because they know they’re, they’re going to get rewarded in the end with our great Tulsa Medical Staffing.

And then some of them, you know, top-level players they’re going to be, they’re just going to outwork everybody else. But on the flip side, employers are doing the very same thing, trying to assess. When is the market going to uptick? I know that’s what I’m thinking about as an owner of Trinity. And then one day the stock market is zooming high and then the next day it’s down low and you don’t know what the media is going to say next about COVID and then are they telling us the truth with great levels of Tulsa Medical Staffing? Are they not telling us the truth? Is it really skyrocketing? You know, in, in our state alone, just, uh, just recently one, the media is telling us that the cases are spiking and literally the biggest hospitals get together and do a press release saying it’s not, that’s not the case. So what’s going on.

And, you know, employers, they’re looking at the talent market every day in search of the perfect candidate. And then should we hire them right now? You know, the person that can fulfill these duties and employers and recruiters are constantly trying to tweak job descriptions, message tactics, um, outreach tactics about your culture efforts to find the optimal way to engage and attract the right individual who might or might not be a perfect fit for the company culture and the company that provides great Tulsa Medical Staffing. And it can just be a time-consuming effort to search for the perfect candidate, both ways, whether you’re an employee or an employer.

And perhaps we should consider how, um, we understand the recruiting process. Candidates employers are in a sense, two sides of the same coin. Maybe we should think of it as more of a collaborative process. One in which each side really tries to help the other find its goal. Transition is important. You know, the approach of trying to find a, a, when a two-way wind could have a powerful impact on the hiring process, especially when it comes to the transition from a candidate to a new hire with a new level of solid Tulsa Medical Staffing. So you’ve got the recruiting process, then you’ve got, all right, we’ve hired this person. What’s it going to be like to get them to become a really hard consider? What happens when a candidate lands the position of that they’re excited about and the company gets the person that they’ve really been looking for and they’re excited about it.

Well, that’s not the end of the story. The candidate makes the transition from the job seeker to the employer. And after all the hard work of application screening interviews, they’re now a part of the team they’ve been hired. And similarly, the company has finally placed the position in a great fit, in an open role. And after sifting through endless resumes and vetting, tons of possible hires, the company finally arrives at someone who can do the job and drive the culture. But the journey really isn’t over just yet for the company or the new hire. There’s still the matter of the new hire learning to fit in building relationships. Is this the right place for me, acclimate to the new company’s workflow, and the new hire and the employer both want the employee to fit in as if they’ve been a part of the team from the beginning, but that, that calls for a collaborative process.

And so if you’re looking at the part of the new hire, they need to start by observing what new colleagues do and how they behave in the office. They need to approach the new company with a subset of confidence, positivity, enthusiasm, some equivalent acquisitiveness, but not too much, cause you don’t want to overstep it at first. And the employer can play a key role in helping the new hard do. Just that. For example, the employers should assign someone in the company to mentor, walk them through, show them the new, hire all the new hires around the office, or I’m sorry. Sure. Show the new hire around the office and introduce them to everybody. And the new hire should also learn where they can go to if they have questions. And if they don’t know something, if they’re not sure about something, they need to have somebody to go to because like the tribal knowledge, it goes a long way towards getting a new hire, to stop feeling like there’s a new kid on the block when they can go to someone to gain the tribal knowledge and they can quickly feel like they’re part of the team.

The new heart should also show a willingness to learn more about their job, their responsibilities, their colleagues, the new organization, but that feedback goes both ways. It really does. The employer should also take steps to help the new hard, get their feet wet with new procedures and operations. Listen, coming into a new role is really difficult. You’ve got most likely a new software platform that they, they need to get to know that you’ve got, um, you know, the company culture learning the company culture fitting in you, you’ve got this whole thing that was almost like it was in high school. You remember in high school when you went to a new, I don’t know if you were going to start track well, you’ve got to get socially accepted into that new organization. And it’s so similar to it. It’s a, you know, it’s a peer pressure thing, you know, and, and while it’s important for a new hire to get to work on the, you know, on the jobs, they’re hard to do.

They also need to acclimate to the broader context of the company. The new hires should have clear opportunities to engage in various company procedures, most likely with the assistance of someone to help walk them in, in high school. Didn’t you just want someone to walk you through a process or somebody to walk you in and introduce you to everyone, and then validate you. That’s really what’s going on here. Mistakes are gonna happen. Of course, and both the new hire and the employer need to keep this in mind. Um, use the inevitable mishaps of learning opportunities. Employees should be open to constructive criticism and their teammates and supervisors should be willing to offer such criticism in an empathetic way.

Everyone wants the new hard to do well, or at least most people do. And then, you know, I’ve got a, I have a, we have a client and I know that, uh, uh, this, this particular person at this client, anyone that they bring in new, especially at the management level, cause I go in there and visit with them and I talk with them. And if there’s ever anyone new starting, I, we always, we always make fun of it because she just starts ripping on him. I don’t want anyone new. I’m going to get them out of here with our solid Tulsa Medical Staffing services. I don’t want them to be a part of this team. Anyone new is a threat to them. And we were literally talking the other day because I’m someone that was new to the team that she had vowed to me, the salesperson, I’m just, I’m just walking in there to be friendly with them.

She vowed to me to get rid of this new manager when they started just a week previous. And we were just having the conversation because she was like, you know what? She ended up being my very favorite person in the company. And I remember telling her, listen, I worked with this person at this other office and you’re really going to lock her. She is a super nice person, but at first, she didn’t think so. And you just, EV you have a lot of situations like this, people that rub you wrong the, on the first day, some times end up being the people you liked the most, but as new hires get accustomed to their new company, the organization should also give them opportunities to be able to socially interact with everyone. And, and they need someone there that can help walk them through a situation with us as the best Tulsa Medical Staffing around.

If there’s someone in the company that just, they just have a problem with new people that finally, and to wrap this up, the new hire needs a goal in place. Also in the company needs to be able to provide goals on what equals winning for this employee, you know, and, and let them know what they should achieve in the next three to six months, give them short term goals, make sure that they’re clear objectives and that they’re attainable and give them a process how to meet them. It’s going to help the employee to give the organization concrete expectations for the new hire’s performance. That way everyone wants to know, are they winning the game or losing the game? I hope that this was interesting to you. I thought it was an interesting article. Um, if Trinity can help you in any way, shape, or form, give us a call. We would love to help you onboard your new employees. Even if we’re not the staffing agency for you at the moment, we intend to win your business, but we would love to help. First Trinity, you can go to Trinity employment.com or just give us a call at (918) 622-2588.

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