Hiring Problem 3: The Process Is Dysfunctional
39m
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REAL Help Wanted
·
Owner Stats (May2021)
● 10 million unfilled positions, 1 m more than unemployed
● 31% have positions unable to fill for 3 months or more
● 41% dealing with rising wages
● 24% expect to add people this year
EPISODE 1 - THE BIG DISCONNECT
We believe with the 'Big Resignation" and the inability to hire are based on a misunderstanding of what has happened in the hiring industry. People have different expectations of what employment means, and we have automated so many tools there is no connection between what employers and employees need.
EPISODE 2 - CHANGE THE GAME
The challenge and opportunity for employers to stop everything conventional about the current technology based hiring process. Instead, be different, be unique, and create situations that will attract prospective employees.
EPISODE 3 - GO LOW TECH / HIGH TOUCH
Ready for some extra work that will payoff? Block time on your calendar and call or take calls from prospects. Most people looking for work create resumes and send it off never to hear. On average only 20% of resumes will even get a turn down letter.
EPISODE 4 - OTHER HIRING HACKS
Here are some additional thoughts about how to raise your exposure to attract prospective employees.
Link: https://vzit.co/ibn--I
The episode Hiring Problem 3: The Process Is Dysfunctional from the podcast REAL Help Wanted has a duration of
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Hiring Problem #6 - What Does Employee Wellness Look Like Now
This week's show focuses on the problem of dealing with people, because of fear, who are hesitant to return. Since the principle tool to gain acceptance of the mandates over a long period of time is fear, that is something you cannot overcome with logic.
This is where we start, dealing with the emotion and then move the conversation to something more rational.
The first segment covers the foundation of 'employee wellbeing' and how the business owner can address each. The second segment is about getting people back in the game by laying out what the business is about and how they can contribute. Segment three covers what are the minimum actions you should take to deal with their apprehensions and practice a higher level cleanliness. Finally we close some long-term additions to what the company offers to close the deal.
link: https://vzit.co/ibn--J
Hiring Problem 5 - Managing Conflict Between Oldtimers & Newbies
Although today's show is not about the people's challenges of fast growth, the similarities to the post-pandemic hiring situation are striking. There is natural tension between people who have been with you for a considerable period and people just in the door, We will explore those issues during today's show..
EPISODE 1: WHAT HAS BEEN MORE IMPORTANT - LOYALTY OR COMPETENCE?
This question is actually more difficult than it appears. Given my background as a scientist and engineer I have always believed competence is the tie breaker. But after 5 startups, I have revisited that position because in the early days it matters who is in it for the long haul - even if you have to follow up and complete their work.
Topics; Is loyalty worth nothing; do I owe something to the people who sacrificed to make this business successful?
EPISODE 2: DO YOU HAVE ANY STANDARDS TO SAVE YOU?
If you are in startup mode the answer to this question is usually no. Let's ask the question again - have you established positions descriptions and standard operating procedures that are performance requirements and standards? If the answer is no, then consider all of your personnel decisions have been idiosyncratic - how you're feeling that day or how much you like this person.
Topics: How are you making personnel decisions?
EPISODE 3: THE CONFLICT IS NATURAL & THEREFORE PREDICTABLE
The people have been with you initially will be happy to have help and if these are subordinate positions, don't expect any more conflict than is normal in the supervisor / supervised relationship. However if they are being brought into a senior position especially if the people they led anticipated a promotion into that position, then it is going to get rough.
Topics: You must eliminate the personal aspects of the conflict by collaboratively creating standards and positions.
EPISODE 4: CAN I ACHIEVE A WIN-WIN OUTCOME?
It is possible, just don't expect it to be easy. Start early with the hard corps and make it clear that as the company grows they will have first priority for the openings IF THEY ARE COMPETENT for the new position. We are only going outside for expertise we don't have internally. When it happens it won't make anybody feel better but provide a reference point for the conflict.
Topics: Create a class of stock as a reward for loyalty
Link: https://vzit.co/ibn--j
Hiring Problem 4: Ensuring Employee Health & Safety
Today's show deals with the current post pandemic issues concerning employees and recruiting candidates; What Are The Facts?, Dealing With Government Mandates, What You Need To Do Inside?, How To Promote Health & Safety To Attract New Employees.
What Are The Facts? Currently facts around the pandemic don't match government prescriptions and the tone is getting more shrill using fear. The issue? You cannot respond to an emotional issue with logic.
Dealing With Government Mandates. The situation is very fluid on whether the government has the constitutional authority to force private sector employers to require vaccines on the job. The argument is that an Executive Order doesn't have the power of law, only legislation passed by Congress, signed by the President, and then enforced by the Executive Branch. The bottom line - work through a lawyer - you need the best advice possible.
What You Need To Do Inside? If you change the topic from CDC guidelines to creating a quality workplace, you can cover both issues. You will demonstrate health & safety practices recommended by the CDC and OHSA, and major impact on productivity.
How To Promote Health & Safety To Attract New Employees. Start with an emotional appeal focus on everything you have done to meet quality and CDC guidelines. Deal with their fears and reduce the risk of joining your company.
Link: https://vzit.co/ibn--i
Hiring Problem 3: The Process Is Dysfunctional
Owner Stats (May2021)
● 10 million unfilled positions, 1 m more than unemployed
● 31% have positions unable to fill for 3 months or more
● 41% dealing with rising wages
● 24% expect to add people this year
EPISODE 1 - THE BIG DISCONNECT
We believe with the 'Big Resignation" and the inability to hire are based on a misunderstanding of what has happened in the hiring industry. People have different expectations of what employment means, and we have automated so many tools there is no connection between what employers and employees need.
EPISODE 2 - CHANGE THE GAME
The challenge and opportunity for employers to stop everything conventional about the current technology based hiring process. Instead, be different, be unique, and create situations that will attract prospective employees.
EPISODE 3 - GO LOW TECH / HIGH TOUCH
Ready for some extra work that will payoff? Block time on your calendar and call or take calls from prospects. Most people looking for work create resumes and send it off never to hear. On average only 20% of resumes will even get a turn down letter.
EPISODE 4 - OTHER HIRING HACKS
Here are some additional thoughts about how to raise your exposure to attract prospective employees.
Link: https://vzit.co/ibn--I
Hiring Problem 2: My Business Is Not Sexy Enough to Attract Talent
Solution: Become a College Basketball Coach - Become Training for Greatness. Instead of advertising for a Waitress, Server, or Bartender, what if your advertisements were "Learn How to Own Your Own Bar?"
You are a successful entrepreneur and business owner looking to mentor interested people in learning the industry. We will show you how to start, grow, and exit your business and pay you while learning the business..