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By Lauren Isherwood Relationships. They require a lot of work. Hiring and retaining good employees is like that. Finding and retaining talented people who are internally motivated to work at high level of quality output are very hard to find and even harder to keep! But when you find them, and when you challenge them and provide them with a great work environment, you will build an amazing talent pool that propels your business to dizzying heights.   While skills and experience are the bread and butter for any position, even the most skilled employee is unlikely to stick around if they’re not a good cultural fit. Cultural fit creates happy, productive, and contributing employees who commit for the long term, and this creates amazing organizational value through increased productivity and reduced turnover costs. To assess a candidate’s cultural fit, you first need to have a clear understanding of your own company culture and ensure that’s being communicated to candidates. The next stage is to include a cultural assessment in your interview process to ensure that the candidates are the right fit.   In order to determine whether a candidate is a good fit, you must have a clearly defined company culture. You need to consider how you get work done, what kind of people work for you, what hours they work, what the office is like, and how the company is structured. All of these factors contribute to the company culture and will determine whether or not a candidate is the right fit. You want to be transparent about your company culture in your recruitment materials and job advertising. Potential employees want to find a job that is a good fit for them as much as you want a candidate who’s the right fit for you. Being transparent about the company culture can help save you time during the selection process and also prevent a bad hire.   When interviewing potential candidates, you should have clearly defined interview questions and know what you’re expecting to learn from the answer to each. For example, what does a successful work environment look like to you? The answer to this question should tell you whether the candidate will fit in well to your workplace. If the candidate prefers quiet environments where they work mostly alone, then they may not be a fit for your busy office and high-touch management style. Another good question to ask is: what can a company provide that motivates you to go the extra mile and deliver beyond expectations? If the candidate indicates that money is the main motivator, then this may not be a fit with your workplace that motivates employees through team building and recognition.   Including a more informal or social activity into the interview process can also be a great way to evaluate candidates. Asking a colleague or a few team members to take the candidate out for lunch can be an easy way to include others in the assessment and also get an idea of how the candidate acts in a social setting. A formal interview is not necessarily a great reflection of the day-to-day workplace environment, so seeing the candidate in a more natural situation can provide a lot of clues as to how they’ll interact with potential colleagues.   The key to a more productive workforce and to improving your employee retention is hiring individuals who fit your company culture. To assess fit you need to look beyond the candidate’s resume. Someone could be the most qualified candidate in terms of skills and experience, however if the work environment and team dynamics do not suit their personality and working style, they are unlikely to stay with the organization for long.
By Lauren Isherwood Do Job Applicants Feel Like They Are Welcome At Your Place of Business? Or do they feel like they are laying siege to the fortress and trying to find a way in? Hiring a new employee is no small feat. Depending on the position, it can be weeks or months of advertising and interviews before you make a successful hire. When you have spent all of that time and money finding the right candidate, you definitely want to provide a great onboarding experience to reduce the chance of turnover. The successful onboarding of an employee means that they feel like a part of the team. You want the new employee to have a good understanding of the company culture and feel comfortable enough to share opinions and voice concerns. Here’s some examples of the types of things you can do to make new hires feel at home the minute they are hired: Start Engagement Before The First Day: Providing a new employee with information before their first day can help them feel more comfortable and prepared. A small onboarding package that describes the company history, values, and structure can make them feel more at home on their first day. Consider making it a fun experience for the new employee by including company branded items and a card signed by everyone on their team. Things like this serve to provide your new hire with a sense of the company’s culture and makes them feel welcomed. Use the Buddy System: A buddy is someone who the new employee can count on to answer any questions and make them feel more comfortable. A new employee may not be comfortable approaching their manager with questions right away, but a buddy who is a member of their peer group, will be much less intimidating. When selecting a buddy for a new employee, be sure to select someone who is naturally welcoming and social, and who champions the company culture and values. Be Prepared and Have a Plan: Send out an email to your team to introduce the new hire and encourage them to drop by and welcome them on their first day. If you have an information services team, make sure that they know about the new employee and what systems need to be in place before their first day (eg. computer, phone, intranet access, etc.). After initial introductions and a tour of the office on the first day, make sure your new employee has things to do. Prepare their first week by giving them simple tasks to complete and a reading list, or a set of presentations to fill any downtime they may have between tasks. It’s best not to overwhelm your new hire from their first day, but don’t leave them wondering what they should do next. Being prepared for your new employee is key to ensuring that their transition process into their new role is as smooth as possible. A great onboarding experience that makes a new employee feel welcome and valued makes them much more likely stay for the long term. It’s important to regularly evaluate your onboarding process to ensure that it’s still effective as the company changes and the team grows. Asking your newest employees about their first days at work and using that feedback to improve your onboarding process is critical to providing new hires with the best experience and gaining their loyalty and long-term commitment.
con·tent mar·ket·ing If you are wondering what exactly, is content marketing, read on. Google dictionary defines it like this: noun   a type of marketing that involves the creation and sharing of online material (such as videos, blogs, and social media posts) that does not explicitly promote a brand but is intended to stimulate interest in its products or services. "social media is an integral part of content marketing"   The Content Marketing Institute defined it this way: Content marketing is a strategic marketing approach focused on creating and distributing valuable, relevant, and consistent content to attract and retain a clearly defined audience — and, ultimately, to drive profitable customer action. Wow, so you mean you should provide truly relevant and useful content to prospective job applicants to enable them to make an informed decision as to whether they really want to apply for an open position?  You should provide in-depth articles profiling the company culture, core values, and overall opinions on the way a business and/or team should operate? Hmmmm. Interesting... So how does one go about implementing a content marketing campaign?  
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Jul 24, 2017
Minimum Qualifications to Apply You cannot be hired if you do not meet these minimums. Please do not waste our time or yours if you do not meet the following qualifications: Commercial Pilot Certificate Instrument Rating 1500 hours Total flight Time 1000 hours PIC ABSOLUTELY NO PHONE CALLS. If interested and qualified FAX your Resume to 972-222-0116 or use the contact page to email Cort Andrews.
Barr Air Patrol Texas, USA Full time

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