Adventures in Staffing, Part 23

When writing about topics in staffing, I try emphatically to avoid talking about politics and current events. Sadly, I need to deviate slightly today. In over 30 years of filling job opportunities with the best candidates possible, I never consider race, age, gender, nation of origin, or religious beliefs when selecting candidates to submit. Of course, there are specific jobs which require certain types of residency status because of security clearances or the ability to be multi-lingual due to the nature of the business. Otherwise, the best available candidates are the ones who I will submit. There is no room in our society for racism, bigotry, or disrespect. Enough said! Elise Prezant Patty Kremen, Barbara Sunberg, Esq. Sheri D. Leach Paul Cecala, Certified Career Coach Wendy (Schwab) Schnall John R. Fugazzie MBA Jaime Reap-Hanratty Merle Moyer Carmen Anello Richard Carapiet Dan Klein Deborah Johnson Carmen M. Sapara 

Adventures in Staffing, Part 22

 Adventures in Staffing, Part 22. Back in the Dark Ages (1980's), I worked for a big box retailer. After toiling in older and smaller sites for a few years, I was elevated to a large venue that was on the verge of opening its doors. Among my duties as an Assistant Store Manager, I was assigned to overseeing staffing. Being a new store in a vast retail wasteland we had challenges finding and retaining team members.

The HR leader paged me to her office one day. A high school senior walked in saying that a manager offered her a job to start that day. All offers were usually made by the leader or me. I checked with my colleagues and no one knew her. We needed part-time help as turnover was incredibly high. We did a quick interview and learned that the high school work study adviser mentioned to her that we were hiring even though she wasn't part of her school's program. This young lady helped her aunt set up and operate a small clothing boutique which had just been sold. She really needed a job and decided to simply show up properly dressed and ready to work!
Our decision was to give her a shot and she was on the floor the same evening. A month later, we were using her talents to train other newly hired part-time staff. Being opportunistic is not something to be taken lightly!

Adventures In Staffing, Part 21

 Adventures in Staffing, Part 21.

One of the things I have always taught candidates and coaching clients is to never burn bridges when leaving a positions. Whether it is simply to ensure a good future job reference or keep the doors open for a potential return down the road, there is no reason to have a less than pleasant exit. This also applies to clients which may decide to try other options. Remain professional while they test the waters. You never know when they might be back. Please read the attached article about the University of Nebraska which is quite insightful. #commonsense #bridgeburning #Future #Covidchangesthings #NCAA #footballisnteverything https://omaha.com/sports/college/huskers/teams/football/shatel-is-this-the-beginning-of-the-end-of-nebraska-in-the-big-ten/article_ef5bd995-3b11-5967-8e32-6d6cff4a1cab.html