Why Would a Qualified Person Want to Work for You?

Why Would a Qualified Person Want to Work for You? | Champion | Cleveland, OhioSTART with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers.

Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the “Not there yet” factors and influences about being employed by your organization.

Here is a rather exhaustive list of items to consider:

  • What is the actual work environment: People, team, supervisor?
  • How difficult, or easy, is the work really? Best days? Worst days?
  • Is there a TEAM? What are the barriers to entry? (What does the team expect? What “Maze” could they put you through?
  • What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned?
  • Describe people who started in the position and have been successful. What traits did they when they started/ do they have now?
  • Describe the company. History? Story?
  • Describe ownership. Who? How? Expectations? Changes?
  • What are the company Values? Mission/ Purpose? How do these characteristics play out for workers?
  • What are the Customer Expectations of the company/product/service? What do customers say?
  • How does this person doing good work affect Customer expectations?
  • What is the industry’s future? Does the company have future plans?
  • What are the position’s expectations? How is performance rated? How will a person know if they are doing well, not doing well? Who will tell them, when, how?
  • Overtime? Hours? Movement to another shift? Breaks?
  • Money, now and in the future. Bonuses? Ballpark #’s.
  • REAL promotion or movement opportunities? Describe people who have.
  • Benefits now and in the future?
  • Company perks, activities, parties, community activities?
  • Who to talk to if you encounter issues? Will someone check in with you (not a direct supervisor)? Is there a Mentor?
  • Where to find other company information: website, social media, brochures, marketing information, and industry information.
  • Tour to show what you have discussed. Meet people you have mentioned.
  • What could be misconstrued from your conversation? What to do if you discover that something or someone is different than described?
  • How to be successful in your company.

Most of this is what “Onboarding” is really all about: getting a feel for reality before an individual begins work. It also allows both sides to evaluate each other beyond qualifications.

It is however geared toward answering the question:

“Why would I want to work at this company, in this job?” from a well-qualified potential hire.

Put yourself in their shoes. What do you tell them?

By the way; Champion has learned over 55 years, that the most effective way of handling all this is in the way of a good, accurate STORY. Every person can recall a solid story easier than a chart or graph, or even a bullet-point list of unemotional facts.

Can we help? Typically as experts from the outside, we can help you formulate an approach that works.

No cost, no obligation.
We have done this, literally, hundreds of thousands of times.

It is all part of an ISO-based system of hiring and retention.

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Most Recent

Why Would a Qualified Person Want to Work for You?

By Champion Personnel
May 30, 2019 Category: For Employers

START with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers. Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the Not there yet factors and influences about being employed by your organization. Here is a rather exhaustive list of items to consider: What is the actual work environment: People, team, supervisor? How difficult, or easy, is the work really? Best days? Worst days? Is there a TEAM? What are the barriers to entry? (What does the team expect? What Maze could they put you through? What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned? Describe people who started in the position and have been successful. What traits did they when they started/ do they have now? Describe the company. History?

Why Hourly Workers Can “Walk Off” Jobs

By Champion Personnel
May 24, 2019 Category: Employers, Retention, Hiring, Hourly Worker Mentality

Many Hourly workers give up on jobs and workplaces EARLY into their employment. We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this: Reasons Hourly Workers Walk Out on Jobs: 1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits. 2) The average hourly worker can and will have many OTHER opportunities/ places

Managed Staffing and Shared Development

By Champion Personnel
May 23, 2019 Category: For Employers

Solid workers are getting more difficult to find and keep every day. It seems that our current labor workforce is prone to making an emotional decision on a daily basis to show up and actually work when they want to, if it is convenient. And no one has taught them to have some discipline. Organizations now feel the need to use multiple candidate sources, just to meet with more bodies and sort them out. Human Resource professionals seem to think using A.I. to find the best ones may help to solve the problems. There is a better way. It takes internal adjustments, a long-term look at root causes of turnover, and a controlled system of selection, onboarding, and retention. Very few Human Resource practitioners, operations management and unit managers know how to do this, effectively. Champion can help. First, you must be prepared to FEEL like you are giving up control before you realize you are actually gaining control of hiring, better productivity and the ability to retain the workforce

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