know that since you have a brand you have a vision you have a why you're
hiring people you're starting to build momentum people want to work with your
organization then you're gonna need to you're gonna need to monitor your brand
to protect it as well as move the brand forward did you know that like some of
the craziest stuff will pop up so there's free versions of mention and
buzzsumo and the first so many are free if your name gets mentioned you can you
can get an automated email popping up you can find inaccurate information
about your reputation because think about all we have is our reputation all
I have is my word to people and following through and having integrity
and ethics and if someone smears that I have to make sure we protect that
because that means 400 some people are impacted so check your reputation you
use one of these just punch it in and use the free app did you know this is
kind of interesting some of the weirdest stuff popped up I did it I got an email
automated from "Mention" and it said this Mexican kid was Italian last name
grabbed American dream now first of all I'm not Mexican
I have more ethnicities in me than the United Nations that I'll tell you I have
many ethnicities in me but I'm not Mexican nothing wrong with it I don't
know why but then I go on to read the inaccuracies and it says my adoptive I'm
adopted my doctor mother says Brunhild would
come home for a summer visit with her Italian American husband Jack DiNovi
Jack was an authentic Italian dude from Philly
he had an accent like you'd hear on the Sopranos like that my dad had no accent
he was a teacher he wasn't a gangster and then it said Brett DiNovi Google
that says then they adopt a little boy from Mexico his name is Brett wait it
goes on and on I didn't bother to correct it you know I did call my mom
since I'm adopted I said mom I'm from Mexico it was like silent for a little
while like mom am i from mexico it's cool I want to know she's like now
you're Native American Italian Japanese like she went into a whole thing and
clarified but anyway just protect make sure that you check for inaccuracies and
correct them people can give you bad google ratings number five I think
familiarity again is gonna be important so no matter where we work with BDA and
when we're hacking human behavior and when we're trying to spread the science
we make sure that there's one factor that there's consistency and there's a
bar you need to know that your organization no matter where your logo
pops up that there's a minimum bar there's a standard of excellence and
that wherever they go they're gonna get some so some level of excellence so
Marlene and I when we end up going away whenever we can afford it I'm like oh
man Souter ritz-carlton cuz I don't care what country it is it's always got a
minimum standard I always know I'm getting a little mint
on my pillow you don't want unpredictability I'm not gonna stay at
the Bates Motel and not know where it is because you don't know what you're
getting you follow me so it's important consistency in your brand you need to
know if you work for ABC behavior or whatever that ABC brand it's going to
give them a standard of excellence no matter where you where that client goes
and number two is the selection mechanism again there's not a whole lot
of research illness but finding the right people is like it's like
it's very important because did you realize that the compensation workforce
which I can find was one of the most comprehensive studies showed that in
2016 there was almost 20% the turnover rate now I saw a study from someone
recently that was in a behavior analytic world saying that residential was
somewhere between 45 and 75 percent turnover so your selection mechanism is
I think our selection mechanism is partly what keeps our turnover at four
percent or lower because we ready at the gate so it might be slightly flawed
those numbers but it's because we right away we we doubt whether it's a good
match or not because someone you all know the numbers
it can cost somewhere between like you know twenty percent and five hundred
percent of the replacement of that employee when there's turnover right so
at the gate it's important so we do a pre-interview to find a diamond in a
rough our pre-interview asked very targeted questions we ask questions
about in the very beginning we want to know is this just a means to an end or
are they going to be diehard behavior analyst we want to know are they we ask
questions we have a pay-for-performance model we don't have a bunch of people
sitting around on on salary we ask a question in the survey would you like a
low steady salary very low or would you like a free operate mechanism where you
can make a lot and work hard and their answers to that question helps us
determine that's just one factor out of many again I don't have research on this
but these are questions that people answer we want to know if they want to
be a behavior analyst or I'll ask boy ask questions like what do you want to
do ten ten years from now and we use we use Google a good tool is Google Forms
which is you can you get a free version or Survey Monkey either one of those
they're really good and we'll ask that question do you want to be behavior
analyst or you want you want to be a counselor I don't know if counselors
still lay on couches do they I don't know but use there's certain things that
are not legal for you to go getting certain things getting certain personal
information and saying it in an interview you're not allowed to ask
certain things interview according to labor laws but you can do some recon and
do a little intelligence and and determine exactly their history I mean I
saw someone that was espousing this bleach therapy like puring autism with
bleech drinking it that wanted a job and I sold them putting it all over the
LinkedIn and Facebook I'm like let's not hire them you know I mean I think again
maybe it's maybe it's like a falsely low number as a result of weeding people out
early but it's important you can you can skip a lot of hardship and turnover
where families and teachers are upset I'd rather not serve the learner if
we're gonna have someone come and go within four weeks because you know
sometimes by the time the staff learns to implement a plan with integrity and
there's turnover intermittent reinforcement of problem behaviors
occurs and the behaviors are worse right you're better off not even serving that
learner find people that buy your mission and so forth number two in the
interview I find that doing panel interviews are
critical so I'm gonna move along quicker with this panel reviews are very very
critical because you can you can study the social behaviors are people going to
interrupt others we interview them in a panel or are they going to dominate the
conversation and are they gonna have eye contact one person we hired it was so
cool because you could tell that they were a leader and you can tell they were
compassionate because somebody was struggling and nervous and then they
kind of like prompted them and gave him a hint and it was so cool we're like
you're hired not you because you saw the other thing is talk last when you're
interviewing people this again this needs to be studied a little further but
don't tell them about your organization in your culture before you ask questions
be the last person to talk and let them speak and when they start talking about
RDI or some sort of other therapy that you might not agree with that will help
you determine if they're right don't like avoid avoid the need to talk
about your company and and and its mission let them speak be the last one
to speak in the interview and then then we often have a follow-up day I'm sorry
sorry I'm killing you with homes YouTube stuff but it's our latest kick and what
we do is after the interview we asked them to do a follow-up because people
can be really great in person and articulate and they can describe the for
function as well but then their follow up it's so poor they won't even do a
simple assignment so we have a follow-up assignment which requires them to
determine what their niche might be and then we want to see them follow up
so if people don't respond within so many days they're already out
like a ten-year-old
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