Tulsa oil and gas jobs | Find an oil field employment opportunity

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Tulsa oil and gas jobs | Find an oil field employment opportunity

Hi, my name is Cory Minter, president of trinity, employment, specialist and I’m wanting to talk today about hiring practices and having a system for your hiring. Think it through reduce the margin of error and make sure that the effort that you put into place are worthwhile at trinity, where staffing organization, we teach people and we hire for our clients in the medical field, everything from a front-office Tulsa oil and gas jobs person to a physician’s assistant yeah. We do a lot of a lot of staffing in the medical billing and medical collections stage of that as well, and we do this for hospitals in both oklahoma city in the tulsa markets, and then we also work in finance accounting in banking, in both of those areas as welland I want and I want to talk just real quickly about. You Know:i’m finishing up a little series that I’m doing on hiring practices, but most people do just don’t have a hiring practice and I know this, because we staff for them-and we hear about they’re interviewing. No, we do have some that has a hiring practice that they thought through some people’s hiring practices. Just aren’t very effective, but it’s still at least they have something that they’re trying to put into place so I’m going through some things that I think that most companies could consider or should consider, I think that as I go through these there’s some people there. Some companies are going to have some of these things already in place and then they’re going to be some that just don’t or but I think that’s. Some of these are going to spur ideas even going through them in my ownon my own, it’s always spurred Tulsa oil and gas jobs some ideas for our own hiring practices at trinity and and it’s our job to make sure that we do this stuff. But here’s your here’s, an extension off of the first 4 5 6,, probably part 2 of this of this video series. If you want to call it that, but but the number one in this in this series is using a coaching culture to try to attract millennials. If you read very much about millennials, you probably read and watch videos about. What’s what’s moving millennials, you know, there’s the whole trophy thing that people go through that just to just to start the idea. I’m sure you’ve heard this, but Tulsa oil and gas jobs everyone is gotten the trophy in this and it started with probably my generation when I was in the 4th or 5th grade people started just giving participation trophies. You know that I remember the very beginning. You only got the trophy if you want, and this set kind of a message for a lot of people, but part of it is and I don’t even understand it. A hundred percent I’m sure there’s a psychologist. They can probably talk about it a little bit more, but Tulsa oil and gas jobs for some reason people need people who are millennials really want to be coached, I think it’s, maybe because of the helicopter parenting that they got in all of a sudden. They get into the workforce and their boss wants him to basically work independently and not bugging you buddy, but this is an attractive thing to some of the most top millennials is having a coaching culture. I. Don’t Tulsa oil and gas jobs think that you have to spend a ton of time when it though I have every manager in trinity is coaching at least one or two people, I coach, the top two people in our company. But what I mean by coaching is:is I just sit down with them and ask him what’s important to them and what it is that they would like to improve on and when you meet monthly about that, yes, come hey! How? How are you doing with that? How can I help and then give them some ideas about it? And it’s really more of just a great bonding thing. You have to take time to do it and so I spend 2 hours a week or I’m sorry a month, coaching, the you know the employees that are going to be managing the people underneath me and that’s what I do and people that you know they really appreciated it. I believe-or at least they say that, but here’s here’s one thing:that’s really really great I was talking just last night. Somebody was asking me about you know one of our employees, because she’s just really sword yeah. When she came to her she’s, making probably around $12 an hour and now she’s going to be really getting close to six figures this year and what difference just a little bit of coaching has made in this girl’s life I mean it’s changed. Her entire income bracket 3 times, probably that she pays taxes on i, mean Tulsa oil and gas jobs she’s, going to pay more in taxes this year than what she made when she came to us three years ago, and so one that makes me extremely proud. But what what my point is? It shows it shows the power of really putting a lot of yourself into someone to try to help them become better now, I have a system for doing this. I have a sheet that the employee fills out before they come. You know, that’s like how are you doing well in this? What what are your goals for this next month for personal and professional? You know and I tell him they don’t have to go too much in their personal life, but if they want to try to have help with something through their passion about absolutely I want to help him with that. But you can pray. We find all sorts of different coaching type of sheets that you could go through, but have something don’t go in there and just go. Oh so how’s it going and then let that be the driving force. You need to tell yourself and the employer that you’re trying to coach what it is that you’re trying to do or an agenda and have that set out.

So I’ve talked enough about that. The next thing for hiring space or the hiring procedures to have in place make sure that when they walk in, it’s aesthetically pleasing make sure that your office space attracts millennials for our office. Space I’ve talked about this in one other video before, but we we make sure that our colors are very colorful, vibrant, that it’s welcoming. We have music playing 9 times out of 10. We have essential oil. So if you’re, hitting visual smell and hearing it’s all, it’s all part of it is another thing that I learned from disney is that you can increase a ride drastically by adding smell visual and the hearing in the feeling of of of things, and so we try to hit on those specific things when people walk in. But you know the last thing you want to have happen. Is your receptionist be distracted? There’s paperwork everywhere, you know, we’ve had we’ve had clients of ours that do this, and then our employees, a players. They don’t want to go work there. They won’t go to work there, so go find somewhere else to go, and so, just because of the aesthetics of the place, people will decide not to not to go to work. There I mean that’s the reasoning, and so you really need to put some emphasis in that. If you want to attract a player’s. The next thing is is to use data to help you to make the right decisions in hiring. What are the ways that we do this, as we have a system that we have used from topgrading, where we have a list of questions, we ask the same questions of each person and then we grade them numerically on how they did that way. You have a numerical system that tells you how somebody is actually performing on the interview, so you can better balance out statistics with emotion, so many people make emotional hires all the time people walk in. They really like them. They connected with them like they both liked motorcycles or something, then, all of a sudden that, except that it’s going to make them a great recruiter in our industry, will that that’s not the way that we want to make decisions, and it’s probably not the best way for you to make decisions either at trinity. We help people to try to figure this out and make sure that they get this right in their company so that they don’t waste money on the wrong person and trinity would love to help you with love to be a part of your hiring process? Would love to be able to teach you how it is that we do it give us a call at 918-622-2588 or visit us online at trinity employment.Com? Thank you