Top Stop Convenience Stores - A Division of Wind River Petroleum’s Post

We're Hiring for operators!! - You must have 5 years experience - Benefits included - Great team - Pizza lunches...sometimes! Apply today! (I'm kidding of course. Please don't send resumes my way) BUT! This is the point: Putting out an ad like this one, will very rarely, if ever, attract the person you want to your team. In such a tight labor market, it might be good to flip our mindset: Instead of Recruiting Efforts We focus on Attracting A players. How might we do that? We have a look internally first. Ask some tough, self reflection questions, and discover who you are and what your company is about. Now, begin building a place that people really want to come and work for! Once you've started that journey, and your culture is growing to be something you're proud of, then begin telling your story. (Bonus: Your people will also share how great your company is!) - And that's where the magic happens. - Instead of you RECRUITING less than ideal team players... Your team is ATTRACTING really great fits 🎆 Not a complicated principle...but takes hard work 💪 "Nothing good in life is ever easy." #leadership #constructionindustry #attract

Attention, hiring managers. Please put some thought into why someone should want to do the role you’re hiring for. I know you want someone who ticks all of your boxes. Who has all the skills and experience that will let them ‘hit the ground running’ (essentially, someone who has done the exact same job somewhere else). But if you’re going to attract that person, or someone close to it, you need to think about, and communicate, why they would want to do it. Hint - helping YOU achieve what YOU want is probably not going to be that motivating for them.

Making the right hiring decisions is crucial for reaching the mountain-top of success! Just like selecting the perfect team member, Winnie atop the mountain embodies the result of wise choices. Let's strive for excellence together and bask in the sunlight of achievement. #Hiring #Success #TeamBuilding

Many in my network with the skills for these jobs. Notably devops and engineering.

2 types of people I might never hire: 1/ More Theory, Less Execution: Anything can look good on paper, but applying that knowledge into the execution of real-world scenarios is a different ball game. 3/ Self-Absorbed instead of Team Player: Individuals who prioritize personal gains over team success. Collaboration and a shared vision are key to achieving company goals. Also, perfection is overrated. 14 years of hiring has taught me that it’s about finding the right balance between skills and mindset.

The outside of the package looks like a yummy summer delight. The product inside looks like a melted scary mush popsicle. There are unspoken expectations everywhere in our world, especially in our businesses. It is what causes owners to go "Why can't I just hire another me? I keep hiring idiots." Have you ever stopped to ask yourself, are my expectations CLEAR and DRAWN OUT? DO my employees know exactly how they succeed, and what is expected of them? How do you objectively measure their success? The more clear you make what you want KNOWN to the people around you, the better the chance is that you will get it.

WHAT I NOW CONSIDER WHEN HIRING/BUILDING TEAMS Being an employer has made me a better employee, taught me how to select team mates and build strong teams. Here are some of the things I have learned. 1. Hire result based people that will not return without results. Building a team should not be motivated by emotions but by merit. It's not about how the person you are hiring needs the job, but about whether or not they will deliver. 2. Unless you are hiring for the runway, the super well dressed and well spoken person is not your guy. Especially in film production and advertising. If they spend too much creative juice on themselves, they will have nothing left for you. 3. Every hire should be a problem solver to a certain degree. If they are not solving problems, they are creating them. 4. Emotional intelligence is key. Knowing what to say and when to say it is entry level. As great team member you need to know how to read the room. Every employer/client wants a team that will make them look good, not embarrass them. 5. Don't complain. Learn how to address your issues in the right manner. Complaining kills the team's morale. 6. Dicipline. People without the basic discipline of good communication and showing up on time are never first choice hires.

My thoughts on hiring in a right way!

Developing a core set of operating principles, especially with hiring is critical. One slip could set you back in a big way, hit the target and accelerate your course. What's my number one hiring principle? That's easy - Bring the right people on the bus. (my favorite Good to Great anecdote) What can I learn from this individual? How will they up level and inspire excellence across the team? Will they challenge me to be better? Can you be vocal and provide perspective to move the business forward? After all a rising tide lifts all boats 🚢