Generational Business Strategies

Recently, we have been interviewing for various positions, from Marketing Assistants, Personal Assistants, Project Managers, Maintenance Workers, and everything in between, and?it has left us perplexed.??? We've had candidates share the darnest things and behave in unprofessional?ways.?As a result, we are wondering if you have had some challenging experiences lately with "unique" applicants, during interviews, or with new hires? ?? And if so, what have you found yourself changing in your processes to combat hiring candidates that aren't the right fit for you and your organization? ?? #hiring #challenges #candidate #interview #rightfit #unique

Are you one of the thousands of small business owners who want the next person you hire to stay with them FOR-E-VER??Or How about 5 years? Well, at ?? Generational Business Strategies, we are here to tell you that there are ??NO guarantees about how long an employee will stay with your business. Here are some stats from CareerBuilder by generation on how long people typically stay in a position. Baby Boomers = 8 years 3 months Generation X = 5 years 2 months Millennials = 2 years 9 months Gen Z = 2 years 3 months Now, keep in mind, the older generations have had longer to increase their average from their younger years.?This also means they likely have stayed much longer than the average in their current and/or latest positions. So this begs the question, "What can you do to extend the time an employee stays with you?" The??5 things Karin Palle at Generational Business Strategies recommends: 1.?Nurture a culture that rewards longevity, belonging and building teamwork. 2.?Update your aspirational organizational chart regularly. 3. Hire before planning to grow so you might avoid employee burnout and excessive stress. 4. Develop a mentoring, coaching and training program based on 3-5 years of career and personal development.? 5. Offer programs, insurance and/or allowances encouraging mental and physical wellness. What are your thoughts on these strategies??Which ones do you employ to retain employees??? We look forward to hearing from you.?As always, if we can shed??light on any of these recommendations, please reach out for a complimentary consultation. #hiring #longevity #recruitment #retention #orgcharts #programs #employeewellnes https://lnkd.in/g_e72fnU

"Stop dragging your feet and commit already!" Are you like Charlotte from Channel 1 in New York from the movie Elf, secretly wanting someone just to commit to your company indefinitely? ?? In reality, on the business world side of things, there are NO GUARANTEES on how long an?employee will stay with your company. ?? One of the services Generational Business Strategies provides includes posting jobs and conducting initial screening interviews to streamline recruitment. We take immense pride in finding cultural fits, but our clients make the final decision about who they hire. In the past few weeks, several clients decided not to hire candidates because the?individuals would not guarantee they would stay with the company for a specific number of years (3 to 5 years). This leads us to ask:??? When you are looking for your next employee, do you have a specific time you want the candidate to commit to? Is there a magical answer to: "Where do you see yourself in 1-3-5 years?" ? On Thursday, we will share our perspective on the fact that there are no guarantees, no matter how well you screen candidates. ?#recruiting #jobsearch #applicants #candidate #interview #noguarantees #committment #boss #hr #decisions

5 Mistakes Companies Make After Finding a Great Candidate Because recruiting and hiring take a lot of effort, many businesses or companies think it's smooth sailing once the candidates show up for their first day on the job.?Unfortunately, this is far from the case.?Welcoming a new hire to your team is when the hard work begins.?To save you some heartache and agony, here are five mistakes companies make that can cost them a lot of time, money, and the loss of a good employee. 1. Starting an Employee on Monday Mornings 2. Confusing Orientation with Onboarding 3. Thinking Employees Can Learn Through Osmosis (Only Gen Xers and older generations have this gift - lol) 4. Training New Employees on Everything in the First Week of Employment? 5. Assuming employees who say nothing are happy (Quiet employees are unhappy employees - hence the expression "Quiet Quitting" perfected by the millennials) Want to know more about one or more of these mistakes to avoid? Comment below or connect with us for a 15-minute Q&A. We would love to share the World According to GBS!?Happy Hiring! #hiring #onboarding #orientation #firstdeay #happyemployees #training #mentorship #businessadvice #bosslife #hr

Your recruiting and hiring processes worked! ?? You found a great candidate, offered them the position, and they accepted. They start?the following Monday. Now what? ??♀? What steps do you take to ensure you maximize your investment with your new employee? What mistakes have you made in the past that cost you a great employee? What questions do you have of our expert to avoid losing your unicorn? #hiring #newemployee #jobsearch #bestpractices #hr #onboarding #invetment #doneright #business #boss #manager

?? "Hey Steve, what's the plan for tomorrow's hiring committee? " "It's YOU Dan, you... are the PLAN!" ?? "What?!?" ?? Does this sound familiar? Or is it the opposite at your company, and you are very strategic? Sometimes approaching hiring with new strategies can bring about positive attitudes and are accomplished through some basic steps. Check out ? this Top 5 list to see if they might support your hiring practices by relieving the stress put on HR or supervisors. Which one of these steps is missing in your hiring practices or haven't heard of before? #hiring #bosslife #businessstrategy #planning #team #recruiting

"When did Sarah yell at a customer over the phone...again!?!?? ?? This is NOT the news you want to hear when you return from vacation. How do you avoid this situation in the first place? Can you screen potential employees for a bad attitude? Take a read and see what our expert Karin Palle suggests. #hiring #recruitment #strategic #retainment #Jobapplicants #pitfalls #goodhire #badhire

Can you screen job applicants for a bad attitude???? ? Last week, a client asked us to recruit for an open position.?They had just let go of two employees within one month for assorted reasons, including an inability to prioritize, unorganized files, inefficient work habits that led to missed deadlines, a lack of ownership of the position, and a bad attitude. ?? ?? This leads us to ask these questions this week: How many of you have an employee with a bad attitude working for you??Do you think you can avoid hiring someone with a bad attitude? Let's delve into some of the ways a bad attitude can show up in the workplace: ? Arriving late without communicating or texting/calling at the last minute ? Working less than the weekly expected hours ? Showing up frazzled, upset, stressed, or irritated with the world ? Arguing, yelling, complaining, & upsetting you, employees, or customers ? Leaving assignments & projects unfinished despite deadlines We hope none of you have an employee with a bad attitude. But if this resembles any current or past employee situations, how are you mitigating them impacting your workplace culture? Or, maybe this list got you thinking about how to avoid this pitfall with future hires. What are your thoughts? #hiring #attitudematters #oneapple #employeewellbeing #hr #performancereview #retainment #workethic #integrity #jobapplicants #apply

What?!? You had 58 applicants for one job search! ?? How will you have time to sort through all of those applications? It's okay; we've got you covered. ?? Here are Generational Business Strategies Latest Tips for: "How to Receive a Maximum of 10 Applicants and to Communicate Professionally and Effectively." To assist you in getting the attention of your next unicorn, consider following these best practices: ? Reach out to each person within 24 hours, if not the same day they applied. ? Start your message with a pleasant salutation: Good morning! Happy Friday! To make a positive first impression. ? Thank them for applying and mention your company and the position. ? Provide them with exact days and times for the phone, virtual, or in-person interview so they can let you know their availability. ? Forward responses to your email so you can monitor candidate responses. ? Pause your job post after contacting the first 5-7 candidates. ? Confirm the interview through the platform you are working on. ? Thank interviewees and communicate the next steps. ? Provide a time by which they can expect an answer about the position. ? Send a professional follow-up message to all candidates who were interviewed in a timely manner. ? Follow the best practices guidelines of each platform to receive a good employer ranking. These are just some of the steps we follow during the recruiting process. Please share your questions and comments below.?Or feel free to message us!?Happy recruiting! ??#recruiting #jobsearch #applicants #candidate #interview #thankyou

?? Communicating Effectively with Applicants Once you have identified who you want to interview, it’s time to reach out.?But, did you know some recruiting platforms rate employers according to how they respond to applicants???? ??When we discovered this, we created professional processes to communicate efficiently and effectively with applicants to make a positive impression. ?? How would you change communication knowing employers are rated? ?? What are?some of the best messaging practices you have seen? ?? What communication mistakes have you seen/made with candidates? As always, we look forward to your perspectives! ?? Stay tuned on Thursday when we will share some of our best practices for effectively communicating with applicants.