Will Humphreys ranks three programs that attract and keep strong employees: education like mentorship and leadership training, organizational systems like onboarding and clear promotion paths, and culture that ties it together. He draws on 15 years hiring hundreds of people.
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Hello and welcome again to the profitable pt. As always, I'm Will Humphries here helping you increase your income, profits and net worth. So today we're doing a video for leaders and employers to help them recruit. There are three programs that without a doubt can make the biggest impact in building that bench of potential A players. Once we build that bench of amazing individuals who are hungry to join our team, the way we can grow our companies is unbelievable. So I have tons of experience in doing this both in small and in large companies. I have interviewed thousands and hired hundreds of people in the last 15 years. Then let me tell you, in our industry, these three things are the most important. As a matter of fact, I just did a video for people looking for work what the three things are they should be looking for. So again, if these three things are present in your company, you will see that it will make a big impact on how you build your bench of a player. So let's start with number three. Number three are educational programs. Now what I told the people looking for work, students and new grads is that it is so important of course, to have a clinical skill educational program like a mentorship program or a residency. What I would tell you is that for most new grads today, especially if you're focusing on new grads, if you don't have some sort of mentorship program developed, it will absolutely hurt you. You have to have that as a foundational educational program because for whatever good or bad reasons, that's the only thing they tend to care about these days. I'm hoping to change that because you should also have a leadership program developed. Neither one of these programs are super hard to develop. I will, as a matter of fact, in future videos, lay out some ideas of how you can create these programs within your company with very little effort. Because you already do both of these things to some degree. Putting some organization around it completely brands you at a different level in a way that will overcome the fear of new graduates or anyone else that you hire for that matter. The number two program that you have to develop are organizational programs. This is a wide topic, so let me hit upon the main ones. Organizational programs are basically how your company is structured from head to toe. That's a lifelong mission. But the main ones you want to do when you're developing organization center around the employee experience. So in your company, if you don't have a set policy or procedure around how to onboard, how to do reviews, what your pay ranges are, where your caps are, where your leadership programs are, and how you Become a leader. Well, it's going to definitely cause problems down the road. The more powerful you can speak into your organization, the more your future employee will get a sense that you know what you're doing, even if you don't feel like you know what you're doing. Without a doubt, we're all faking it to make it to some degree. So don't feel like you have to be a master of this. But without a doubt, if you put more energy into organizing those systems, your employees and future employees will feel that and want to be a part of what you're developing. The number one thing that we have to develop as employers is our culture. I will tell you, I've owned clinics in the middle of nowhere and recruiting was a real challenge for me. And this was the number one thing that made the biggest impact of building my bench of a players. A culture is another way of saying what it feels like to be at work. It's a byproduct of some of number three and number two. But more specifically, it's communication systems, purpose, vision and values, and the relationships within a company. In future videos, I'm going to dive into those three topics more specifically so you can learn how to develop communication systems, how you can develop your purpose, vision and values, and more importantly, live it. But you can bring these things up in the interview. As a matter of fact, in our job ads, we should be mentioning our values. We should be mentioning our purpose. What do we stand for? You will automatically draw people in from that place of clarity and give them the inspiration they need to join your team. And what I told those people looking for work is the same thing. I'll tell employers we're looking for alignment. Our job as employers isn't to hire people. It's to serve people along their journey to find where they're meant to go. Find from that place of openness, we will automatically attract those individuals who are so meant to build our vision with us. I can tell you from having had the chance to do this firsthand, it can be one of the most rewarding experiences of our lives if we're just open to letting anyone come and serving them to where they need to go. Guys, I hope you liked this video. If you liked it, please click like and subscribe. For every subscription, make a donation to Feed My Starving Children. Until next time.
