REAL Help Wanted

Our previous show tackled the topic of "Investing in Training & Development'. As we discussed this is not a hard cost investment - money out of your pocket. It is the investment of your time and building the infrastructure so people are successful because of the process, not in spite of it.

Today's Show we are going to tackle one of the most critical questions with getting new people up to speed - "How do I take a new employee and quickly develop them to do the job, and how do I keep the job interesting for as long as possible?"

Before discussing how to train them quickly to maximize return on their paychecks, one more thought on the college basketball approach. What if you established a reputation as the 'best place to work?' Part of attracting both enough people to fully staff the operation and making it the right people is reputation. It will affect prospective employees and if we are talking about the younger generations - their parents.

Link: https://vzit.co/ibn--c

What are the development needs of your new hires to get them up to speed as fast as possible? It is looking at them task by task for the new assignment. You Assess first their ability or competence - can they do the job, then Assess their willingness or commitment - will they do the job. Your decision on these 2 critical factors will determine where to start the training process.

Link: https://vzit.co/ibn--b

I know this is off-the-wall starting comment, but let me make it stick! I picked a basketball coach for a reason. They live in a world where all talent is transitory and they actually are factories for talent development. Today we answer the question "How do I build a local (or regional / national) reputation for the best place to start a career?". Our focus in the series is both the quantity and quality of who you hire and keep..

Link: https://vzit.co/ibn--7

Today's Show is 'Attract The Best By Appealing To Their Aspirations' and part of our series on "REAL Help Wanted". We understand the difficulty reopening the business and recapture lost revenue when you can't staff. Lisa Askwith, Director of ABS in Singapore joins Bill as they discuss how to attract the right people based on what they want from work.

Links: https://vzit.co/ibn--5

This week's show deals with the unstated expectations employers have about new employees and what employees have with new employers. This psychological contract is nothing more than a range of unstated expectations that exists with both parties. When unmet it leads to dissatisfaction on both sides and can breed long-term hostility. Today’s show makes the two lists public and addressable. Bill will cover what you can expect from all of the generations in the hiring pool.

Find out more info at - https://vzit.co/ibn--4

Our previous show raised the claim that DNA drives far more behavior than people realize. I provided a unique view that it was closer to 50/50 and at the core of inherited behavior was the pursuit for meaning, the why for the ultimate gift - life. This is the reason it was called “We Are All The Same”

Today’s show “...And Yet We Are All Different” looks at how nurture adds uniqueness to the journey and creates all the different shades of people. Today’s show summarizes how we can look at the different generations and understand what drives their behavior. If you are looking for future employees to hire, this will help attract the right people.

https://www.ibgr.network/ibgr_blog/biztalkradio-real-help-wanted-series-show-2-and-yet-we-are-all-different

This is just a starting point. Our first show: “We Are All The Same” was intended to lay the groundwork for discussing differences. I do enjoy taking contrarian positions but in this case that is not the motive. I made my bones as a first-line supervisor balancing operational demands with the impact on my team members. What I learned was simple - there are universal traits in people that drive behavior - their nature. How they act out those traits, based on nurture, is unique to each individual. Once I understood the rationality of their behavior it greatly increased my effectiveness as a leader.

Next Week’s Show is titled “and Yet Very Different.” It will cover how we can group behaviors by generation and use that information to understand how to attract enough of the right people.

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