World at Work

Your colors and graphic design mean that three to five seconds are spent admiring your colors and graphic design, instead of focusing on how you can help the employer. Spend those precious seconds sharing with people how you can help them. - Tim Dyck

Many creatives feel a need to inject creativity into their resume as a way to stand out among the otherwise common resume format. A splash of color here, an intriguing icon there. The goal is for their personality to leap off the page and grab the reader's attention. Unfortunately, that creative flair is actually distracting from the qualifications and experience that you really want to get noticed for. During this episode, Katie and I dive into ways to incorporate creativity into resumes without sacrificing professionalism.

Any time you give your resume a revamp, you need to make sure your creative elements didn't compromise the readability or the format of the resume. Think about all of the volunteer activities that you participate in and any continuing education courses you have taken. Those are often a pretty solid reflection of your values and personality.

Let your personality shine through the content of your resume, not just the design. Reconsider how you approach creativity with your resume, and focus on the substance rather than the style. That way your resume tells an engaging story of who you are and what you bring to the table.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:02:08 - Balancing Creativity and Resume Format 00:05:47 - Alternative Ways to Show Personality 00:08:21 - The Risk of Visual Distraction

00:12:17 - The Importance of Volunteer and Community Service

"Attitude trumps experience every time. Someone who is eager to learn and willing to do what it takes will always outperform someone who relies solely on their past experience." - Tim Dyck

When I think back to the time I first started hiring, I was overwhelmed with the number of applications I'd collect. I definitely didn't have a structured approach to sift through them. By establishing a clear and objective hiring process I drastically improved my hiring success. That is why I started helping organizations level up their hiring practices by setting up full cycle recruitment processes. During this conversation with Jody we dive into the three things every hiring manager should know.

First, there should be a clear and objective hiring process in place. Having a process allows for fair decision-making and eliminates the reliance on incomplete information or emotional biases. Creating a process within your organization, even if it doesn't exist, can lead to better hiring outcomes.

Next, recognize the importance of transparency and communication with candidates about the process. Keeping them informed about the number of interviews and when they can expect to hear back goes a long way in building strong candidate relationships. Finally, keep your hiring process on track through meaningful organization and tools. Using checklists or applicant tracking systems can ensure no steps are missed. Being organized not only saves you time but also helps you make objective decisions.

Hiring managers often prioritize experience over attitude when considering candidates. It seems to be the trap that catches many people in the cycle of unsuccessful hiring. That is why is it important to remember that experience alone does not guarantee success. The most significant indicator of someone's ability to hit the ground running is their self-motivation and willingness to learn.

Take a listen to this episode then start implementing the learnings from this episode will help you establish a clear and organized hiring process. If you would like assistance setting up a recruitment process for your company Bestculturesolutions.ca or send me an email.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:02:03 - The Importance of Attitude

00:06:49 - Having a Clear Process

00:10:14 - Communication is Key

00:13:20 - Organizing the Interview Process

00:13:50 - Starting a Recruitment Process from Scratch

00:14:02 - Get Help With Your Process

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Have standards of leadership because people are going to refer your team or refer working for you to other people based on how they feel like they're treated, are they valued, are they equipped. - Tim Dyck

A great first step is to implement a formal referral program. That is only step one though. It is critical that your become an organization that people would want to recommend in the first place. That means treating employees with respect and valuing their input.

The next step is to ensure there are high standards of leadership. This is crucial. If our leaders aren't referable, then the whole organization won't be either. One way to check in on this is by asking for feedback. That will help you know if you are doing well.

Send anonymous surveys that ask employees how likely they are to recommend working for us to friends, family, and neighbors. It will help the employee net promoter score, which is a solid gauge of our referability. Finally, make sure to survey employees about their leaders' skills. The results are enlightening and can be a perfect guide to numerous improvements.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:02:08 - Creating a Referral Program 00:04:34 - Being Referrable 00:07:04 - Standards of Leadership 00:10:18 - Asking for Feedback 00:12:48 - Why People Quit Their Jobs 00:13:54 - Importance of Leadership and Referrals

00:14:31 - Engaging Employees in the Hiring Process 00:15:24 - The Power of Employee Referral Programs 00:16:37 - The Importance of a Referral Program

"Retired people do not have to be there. They want to be there. And they typically apply because they love the product in some way. And so you're going to get that passion to come out every time."

There is not enough conversation about the power of hiring retired employees. Bringing retired employees on board should not just be a solution for seasonal staffing needs. It is a unique opportunity to bring a wealth of experience, wisdom, and passion into the workplace.

Jody and I find that retired employees bring a unique perspective, motivation, and a level of care that naturally enhances customer service. Organizations like Disney have managed to leverage this dynamic to build a positive reputation. They recognize that the self-motivation of many retired employees is like finding a hidden treasure chest.

Conversations with retired leaders like Lee Cockerell open my eyes to the impact that retirees could have on an organization. The way he spoke about his second wind in his career and the desire to give back is deeply inspiring. This type of passion is why organizations that have successfully integrated retired employees into their workforce. There is an undeniable motivation and passion.

This conversation really highlights the value of harnessing the wealth of experience, wisdom, and dedication that retirees bring to the table. The idea of having someone who, like Alfred in Batman, knows everything that's going on and knows what should be done about it, is incredibly appealing. Having a mix of youthful energy and the wisdom of age can create a unique synergy beneficial to the growth and success of an organization. By embracing retirement-age workers, organizations showcase their commitment to diversity and inclusivity. It's about leveraging the strengths and expertise of all individuals, regardless of age.

If you're an HR manager or organizational leader who wants to enhance your workforce and reputation, I highly recommend listening to this episode. By embracing retirement-age workers, you tap into a pool of motivated and experienced individuals who can bring a fresh perspective and drive innovation. It's a win-win situation for both the organization and the retiree.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights 00:01:39 - Hiring Retired Employees 00:05:28 - The Value of Experience 00:08:01 - Retirees and Company Reputation 00:10:57 - The Benefits of Hiring Retirees 00:13:19 - Focusing on Retirement Age Workers 00:13:56 - Starting the Process 00:14:06 - Genuine People Strategy 00:14:51 - Diverse Hiring

"Treat teens as members of your own family or someone else's family. Remember that you're talking to somebody's son or daughter, regardless of their age." - Tim Dyck

Hiring teenagers for entry-level positions is a great way to bring fresh perspectives to an organization. When handled with care and given the right guidance, their raw energy can be harnessed into a powerful force for a business. Their self-motivation and eagerness to learn make them an ideal blank canvas.

I remember the days when I was a teenager, and my first job was at a signature restaurant at Disney. It felt good to be treated as an adult, to be a part of something bigger than myself. That experience also made me realize the importance of onboarding young talent, regardless of their age or experience.

The best way to welcome a teenager into the workplace is to treat them like every other employee. To give them the same style of feedback, the same expectations, and the same opportunities for growth. It's about building a culture where everyone, regardless of their age or experience level, feels valued and respected. It's about creating a space where everyone can thrive, and that includes our youngest team members. After all, every professional, no matter how experienced, was once a teenager stepping into their first job.

In this episode, you will be able to:

• Discover the hidden gems of hiring teenagers for entry-level positions
• Gain insights on designing effective onboarding and training modules for all employees
• Learn how to cultivate an inclusive work environment that fosters growth
• Understand the art of managing and engaging teenage employees effectively
• Unlock the power of motivation in the recruitment process

It is imperative that organizations take the time to get employees aware of and aligned with the organization's values and work ethics. Teenagers are a completely blank canvas to work with, and when properly onboarded and mentored, they can exceed business expectations and create a motivated workplace. By embracing the energy and fresh perspective of teenagers you can bring a positive spark to any organization.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights 00:00:56 - Benefits of Hiring Teens 00:03:36 - Onboarding Teens

00:06:09 - Potential Challenges 00:08:56 - Setting Expectations 00:13:21 - The importance of checking in and providing feedback 00:15:00 - Tailoring communication to individual preferences 00:16:06 - Embracing new ideas and feedback from teenagers 00:18:09 - The future impact of teenagers in the workplace 00:20:49 - Revamping the recruitment and hiring process

I want to hear your voice and amplify what you're doing. We have the opportunity to shift the narrative internally and create a culture of trust, where everyone's opinions are valued and heard. - Tim Dyck

There is so much to celebrate when you get a promotion that it is easy to overlook one big transition; shifting from peer to a trusted supervisor. When accept that promotion start thinking of strategies for transitioning from a peer to a supervisor role. As much as you may hope your collegial relationships will stay the same, there will be some changes. What will you do you do when team members start challenging your authority? Katie and I have a great conversation navigating the complexities of transitioning to a leadership role and the unexpected obstacles that come with it.

There are several ways that I have found to be helpful when navigating this challenging shift. One thing that I can never emphasize enough is ongoing, clear, and open communication. That includes recognizing the importance of addressing the changing relationships with peers directly. Scheduling one-on-one meetings with each team member will give an opportunity to have open and transparent conversations. Use that time to acknowledge the new responsibilities while expressing a commitment to support and help individuals in their professional development. The goal is not to assert authority or power.

Another key to building trust when shifting from peer to supervisor is asking questions and actively listening to the perspectives of team members. By asking about their roles, achievements, and areas for improvement, leaders can show genuine interest and value their input. An event better way to build trust than listening is following through on feedback. This demonstrates that their opinions matter by implementing changes whenever appropriate.,

If you're currently transitioning into a supervisor role, this conversation is a goldmine of practical strategies and tips to help you navigate this process successfully. By learning the importance of clear communication, active listening, and follow-through, you can build trust and create a positive work culture within your team.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights 00:04:22 - Setting Up a Conversation 00:08:03 - Asking Questions 00:10:52 - Building Trust 00:11:18 - Conclusion 00:12:31 - Importance of Gathering Opinions 00:12:58 - Following Through on Commitments 00:13:43 - Building Trust through Transparency 00:14:16 - Opening the Floor for Conversation 00:14:47 - Contacting Tim for Assistance

"Your career is not over. It will be true if you want it to be true, if you let yourself keep thinking that. But it's not true."

It can be challenging navigating how to address being let go from a job. While there may be new opportunities or the chance to explore an entirely new industry, many people find themselves hesitating to take action on them out of fear of what people will ask them about their previous role. During this episode I share some perspective on how to move forward after being let go from a job and how to navigate the job search process with confidence.

Listen to this episode to discover:

• new approaches to regaining confidence and setting career paths right, post-job termination
• methods to outsmart anxiety and self-doubt while seeking new job roles
• tips to address periods of unemployment and to be open about prior professional experiences in interviews
• the value in accentuating your personal development and lessons taken from job losses
• the significance of focusing on the good elements of previous jobs when conversing during interviews

Being let go from a job is not the end of your career. If you find yourself in this situation, continue applying for new opportunities. There is a lot of value in self-awareness, so take advantage of the knowledge gained during the experience. Use setbacks as opportunities for growth and learning. If you need support building confidence and navigating difficult conversations surrounding job transitions please reach out using my email or website below.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:03:12 - Being Let Go from a Job

00:07:18 - Addressing Being Let Go in an Interview

00:09:38 - The Value of Growth and Self-Awareness

00:11:38 - Considering Leaving a Job

00:13:04 - Leaving a Job or Seeking New Opportunities

00:14:17 - Overcoming Setbacks and Owning It

00:14:47 - Avoid Speaking Negatively About Previous Companies

00:15:24 - Learning from Mistakes and Providing Constructive Feedback

00:16:28 - Building Confidence and Adding Value

"Don't let anybody convince you that you don't belong there."

Many first time job seekers face the challenge of finding the right job that aligns with her interests and skills. Many time it is because they haven't considered the way that all of their experiences can help showcasing the value they will bring a company. This week we are welcoming Gretel Maberry, a determined Gen Z, who brings a lot of these realities to light as she navigates her first job search. Our conversation brings a fantastic new perspective to job search discussions.

Gretel epitomizes the enthusiasm of youth and the perseverance of a champion. She is embracing the challenges that come with this transition from adolescence to adulthood through a perfect combination of tenacity and curiosity. As an active participant in various school activities, she learned the critical value of time management and organization. Her efforts have earned her accolades such as the Coach's Award in swimming and Student of the Year. Now she is trying to figure out how to use all of her experiences in a way that lands her that first job.

In this episode we discuss:

• how to figure out what it is that you actually want to do
• the best way to write a cover letter that highlights your skills and achievements
• creating a resume that highlights experience from school and extracurricular activities
• the benefits of volunteering and community service

This episode is a must listen for teens or anyone trying to help other teenagers gear up for their debut into the workforce.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:03:08 - Knowing What You Want 00:06:31 - Writing a Cover Letter 00:09:21 - Creating a Resume 00:10:43 - Volunteering and Community Service 00:11:57 - Introduction to Cash Flow game 00:12:57 - Mindset for Job Interviews 00:16:33 - Dress Code for Job Interviews 00:18:14 - After the Job Interview 00:19:42 - Additional Tips for Teenage Job Seekers

"Regret is not worth the price paid to avoid risk."

It took me five years from knowing he needed to make a career change to actually doing it. The mental challenges I faced were unexpected, yet not uncommon. That is why Katie Currens and I discuss our experience overcoming those challenges in hopes of helping others avoid the same mistake.

Never underestimate the value of a healthy mindset in creating the life you desire. By shifting your mindset, you can overcome the fear of risk and discover meaningful work that aligns with your values and goals. Together, we'll explore practical strategies to shift the way you look at risk and empower you to take the necessary steps towards achieving the result you desire: a fulfilling career that brings you joy and purpose.

In this episode, you will:

• Discover effective steps to successfully navigate a career change and reach your goals
• Uncover the significance of cultivating a resilient mindset to triumph over any obstacles in your journey
• Explore targeted strategies for identifying a fulfilling career path tailored to your passions and talents
• Learn the importance of surrounding yourself with trusted confidants who can offer invaluable support during your career transition
• Find ways to create a nurturing and motivating work environment where employees feel valued and appreciated

Do you feel trapped in a job you don't enjoy? Are you ready to find work that truly fulfills you? Make sure to listen to this episode as Katie and I discuss the mental challenges that some when taking risks to pursue your passion.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights

00:01:23 - Breaking Out of the Rut

00:05:14 - Shifting Mindset

00:08:46 - The Price of Regret

00:11:09 - Deliberate Action

00:13:59 - Overcoming the Fear of Being in a Single Income House

00:15:15 - Finding Direction in Your Career

00:16:39 - Pursuing Your Passion

00:17:52 - Contacting Best Culture Solutions

00:18:23 - Serving the Person You Once Were

"It's every leader's responsibility to help the people that they lead develop as best as they can."

I never expected the impact of knowing employee career goals to extend beyond the workplace. Investing in my team's growth and development translated into improved relationships. Not just between us, but with our families and communities as well. When you know the career goals of your team members, you are able to start nurturing their career aspirations. That has a ripple effect that reaches far beyond the confines of the office.This realization transformed my leadership and the lives of those I led.

As a business leader, I have learned just how important it is that I am aware of the career goals of my team members. Talking with your team members about their short-term and long-term goals is a great way to cultivate trust, loyalty, and engagement among team members. Likewise, it allows leaders to be more prepared to help employees achieve their personal and professional goals. Even temporary workers can become brand ambassadors if they have a great experience. While it may not be related to their ultimate career goals, giving them a positive experience can help them grow and become better contributors.

In this episode, you will be able to:

• Discover the significance of being a champion for your employees' career objectives
• Uncover the advantages supporting employees' personal and professional ambitions
• Realize the consequences of obstructing employee dreams
• Learn about providing resources and opportunities that foster workforce growth
• Explore how to create an organizational environment that embraces ongoing progress

Looking out for your people and knowing what they want to get out of their career is a really good way to make sure that you build the trust and tap into their motivations properly. Make sure to listen to this episode to learn ways you can get to know the career goals of your team members.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions

Email: [email protected]

Episode Highlights 00:01:19 - Benefits of Knowing Career Goals 00:06:09 - Importance of Short-Term Workers 00:09:42 - Seeking Out Career Goals 00:12:09 - Negative Workplace Culture 00:13:06 - Balancing Career Ambitions and Work 00:14:12 - Recruitment Processes and Succession Planning 00:15:06 - Encouraging Employee Development 00:15:52 - How to Get Tim's Help 00:16:47 - The Benefits of Employee Development