By David Wolfe
The working world is more stressful than ever these days.
Everyone is striving to do more work with fewer workers. Resources are scarce, but the work keeps piling up. This has resulted in some pretty toxic work environments.
There is blame. There is finger pointing. There is chaos. It is up to us to correct this situation by creating a solid company culture. I think we owe it to the people who work on our team to have a healthy work environment.
We all come from families that are in some way unhealthy or dysfunctional. It varies by degree, but most families create at least a little stress. The world today, at almost every level, is unpredictable and chaotic. I think we owe it to ourselves and to the world to create as stable, predictable, and healthy a work environment as we possibly can—an environment in which people can feel safe, they can feel heard, and they can feel like they’re part of something great.
If you really want to build a world-class team, and you know that it will have to be made up largely of this future workforce, I believe you need to capitalize on the strategies that I have offered in my recent articles (see links below). My attraction-based recruiting model applies to anybody that you’re hiring, from the CEO to a doctor or nurse to maintenance staff. All of it can and should be applied to all of them. But specifically with the medical providers, the people that are really hard to find and land, you don’t have a choice. Like I said earlier: adjust or lose. When physicians, RNs, NPs, and PAs have so many options, and as they become more in demand, you must position your organization to look nothing like your competitors so that they choose to join you.
The strategies that I’ve brought up in my recent articles will help you differentiate yourself so that you’re running so far ahead of the pack that A-players can clearly see that your organization and your company culture is so different that they want to join you. Even if you’re a smaller company that doesn’t have all the bragging rights that a bigger company may have, you need to capitalize on your strengths, sell those strengths, implement these practices, and push these hot buttons that this future workforce is looking for.
It starts with creating an irresistible company culture.That’s what this younger workforce is looking for. They’re looking for real and authentic. So, even if you do not have the fanciest website or the plushest office, at your core you are authentic and real. You have a passion.You have a heart. You truly believe in what you are doing. This younger workforce can sniff that out. They can sniff out “fake” even faster. So, be true to who you are, and let that come out in the recruitment, hiring, and retention process. They’re more likely to join and stay with an organization that lives its core purpose, core values, and vision.
Here are links to my recent articles with practical strategies for you to implement in your hiring endeavors:
- Understanding the Future Workforce
- Millennials Have a Bad Reputation in the Workplace
- Embracing Tech-Savvy Millennials in the Workplace
- 3 Facts to Consider When Hiring Millennials
- Adjust or Lose
- Growing and Retaining the Future Workforce
- Are You Prepared to Walk Away?
- How to Discern Whether or Not Your Top Candidate is People-Saavy
- Is Your Top Candidate Coachable?
- Is Your Top Candidate Driven?
- Personality Assessments – Part I
- Personality Assessments – Part 2
- How to Perfect Your Reference Checks
- Don’t Just Conduct an Interview. Conduct an Audition
- Creating a Championship Company Culture
- How to Separate the Best Candidates in a Group Interview
- Uncover the Best Hires with These Phone Interview Tips
- How to Attract Great Candidates to Your Job
- The 9 Step Recruiting Process for Hiring A-Players and Building a World Class Team
- The Cost of Hiring C-Players
- Why You Need to Attract A-Players and Only A-Players
- Separating the A-Players from the Rest
- Conduct an Unusual Interview
- Attracting Quality Candidates Takes Vision
- Know Your Story
- What is Attraction-Based Recruiting?