I want a long term job. I want a capable employee. Do you know the secret to hiring and training?

Since the clock turned January 1, 2012 we’ve literally sifted through over 250 resumes and conducted over 50 phone interviews.  EVERY phone interview we conduct the potential candidate declares with such commitment “I want a long term job; a place I can plan to retire from. I don’t want to keep jumping around anymore but it seems every company I’ve been with there is a lay off on the horizon.”   The flip side is EVERY attorney says “Please find me someone who will last this time.  I don’t want someone looking for a flop house until the economy turns around.”

We have been scratching our heads, why is there such a disconnect? The potential employee and the employer both want the same thing but can’t seem to solve this issue. After talking to attorney and team alike in the past few weeks we feel what is not working is the commitment and investment on attorneys end. The attorneys do not know enough that they need to stop. Slow down. Spend time with their brand new investment, the people they hire. After doing an analysis of the past employees that have left or have been let go, this is the common theme…consistently. The attorneys want instant results and they forget that the investment is an actual relationship. They forget there is a learning curve and a small consistent investment of time where they are present and committed to listening is truly the 1st small step. And this definitely is the “magic ticket”. Were not placing blame on the attorneys, we’ve been trained that if you hire good people they should come with batteries included and not need so much time and attention.

In July 2011 Molly hired a new employee for MPS to take on the role of “Event Coordinator”. This is the 3rd person she has in this role in less than two years. She decided something had to shift, why this wasn’t working—they had systems, employee manuals, training videos, etc. She wasn’t sure what but made the commitment of spending 90 minutes a week, every Tuesday from 9-10:30 and from there she found (and created and systematized) the “secret ingredient” to not only keeping but empowering team.  Just 6 months later this new employee has not only stayed put but she has been promoted within the company and her replacement starts in just two weeks.

If you would like a copy of “How to effectively train, keep and grow a new employee” email info@yeschick.com. It’s the fastest way to get everyone on the same page. To enroll your team in our next 12 week telecourse training program based off the #1 AMAZON BEST SELLER book, “Don’t be a Yes Chick: How to Stop Babysitting Your Boss, Transform Your Job and Work with a Dream Team Without Losing Your Sanity or Your Spirit in the Process” beginning April 10th email info@yeschick.com.

What has worked for you in keeping and growing your team?

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