What do these two team members have in common? They have both been promoted from drivers to supervisor roles. Their dedication and hard work drive our success every day, congratulations! We are hiring too. https://lnkd.in/gKwqrt9D #DrivingSolutionsYourWay #EmployeeDriven
Happy to be a part of such a great organization such as Standard! We truly are ,best in class!
Love this.
Yes! Both are amazing at what they do. Great job team!
The process of hiring is so fun! I've hired a team of 10 team members and counting. One of the most important and surprising things I've learned, is what I'm looking for in a candidate changes over time as my business grows. This might seem obvious but this is what it looks like in real-time for me. As I reflect back on the last 6 months of growth, this is what it looked like in real-time. I look at my hiring process in terms of phases, based on what my clients are and what the demand is. Phase 1: Hire someone who is available around lunchtime (our most popular hour for dog walkers is 12pm) I hired 2 dog walkers in this phase. Phase 2: Hire someone who is available between 1-4pm (our 2nd most popular times) I hired 1 dog walker in this phase. Phase 3: Hire someone in the Venice neighborhood (as opposed to Santa Monica, where most of my clients are based) I hired 1 dog walker in this phase. Phase 4: Hire someone who works well with my more difficult clients (those who want more check-ins throughout the day, very specific updates, and very specific meal times, lots of pics and videos, etc.) I hired 1 dog walker in this phase who works well with hard-to-please clients. Phase 5: Hire someone who is available weekday evenings (our 3rd most popular time) Phase 6: Hire someone who is available some weekends (for walks and for overnight boarding) Phase 7: Hire someone who is available at least 3x per week between the hours of 10am-3pm (you might be wondering - who the heck has this availability? I have found this is a good option for undergrad or graduate students, nurses, gig workers) I hired 2 dog walkers in this phase. I find it interesting to look back and see how my business has grown, and how the things I look for in a candidate change and become more specific over time.
Building a skilled and cohesive team is essential for the success of your juice or smoothie bar! From experienced blenders to customer-focused management, each role plays a vital part in creating a thriving business. Seek individuals with a passion for health and wellness, excellent customer service skills, and a strong work ethic! A strong management team is the backbone of your business! Look for experienced individuals who can oversee daily operations, manage inventory, and ensure a positive work environment. Effective communication and leadership skills are key qualities to foster a motivated and efficient team. When it comes to the team, look for candidates with a genuine interest in smoothies, juices, a healthy lifestyle, and customer satisfaction. Hiring individuals who can engage customers, provide product knowledge, and maintain a clean and welcoming environment is crucial. Look for a balance of friendly personalities and efficiency in handling day-to-day operations. When it comes to hiring, Start A Juice Bar can provide valuable guidance! Our experts understand the unique dynamics of the industry and can assist you in assembling a team that aligns with your vision and goals!
USAF Veteran and Sales Manager @ ARGO Biomedical Solutions | Medical Equipment Repair and Sales | Patient Monitoring | ESUs | Patient Cables | New & Refurbished Medical Equipment | Calibrations | Biomedical Test Tools
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I wholeheartedly agree with Tobey's comments below on this topic. No, a CoS that sits and 'thinks' all day would have little value, and the 'to do' list of a CoS is long, vast, and varied. However, being strategic also applies to how a CoS interacts and communicates across the enterprise with EQ, how a CoS becomes the glue within the organization to facilitate continual forward progress, and how a CoS strategically unites Leadership and the organization in a multitude of ways. Of course, this is only as feasible as the leadership supports it!
When hiring a chief of staff, everyone wants someone “strategic.” It’s a great buzzword; I hear it all the time. And of course, we want employees to have a strategic mind and be able to think big in terms of company vision. The reality, however, is this: the majority of work a CoS will face is operational. A CoS needs to be able to roll up their sleeves and understand a company on a deep, detailed level. They can’t solely be in the crow’s nest looking to the future. That’s the CEO's job. The CoS is on the ground, listening to team members, identifying obstacles, and driving the company engine daily. Strategic expertise doesn’t hurt. But it’s not the be-all-end-all for the role. Hiring a CoS who can quickly and confidently operationalize your team is the most important thing.
When building a successful team, certain qualities are essential. Dedication, reliability, engaged,honesty, positive attitude,and critical thinking are just a few that come to mind. ‼️But when it comes to hiring an employee, which traits do you consider to be an absolute must-have❓ Share your thoughts in the comments below!👇 #hiring #recruiting #commercialrealestate
Some COS thoughts How to hire & more importantly who to hire for the position. Navigating internal & external growth ✅↗️
When hiring a chief of staff, everyone wants someone “strategic.” It’s a great buzzword; I hear it all the time. And of course, we want employees to have a strategic mind and be able to think big in terms of company vision. The reality, however, is this: the majority of work a CoS will face is operational. A CoS needs to be able to roll up their sleeves and understand a company on a deep, detailed level. They can’t solely be in the crow’s nest looking to the future. That’s the CEO's job. The CoS is on the ground, listening to team members, identifying obstacles, and driving the company engine daily. Strategic expertise doesn’t hurt. But it’s not the be-all-end-all for the role. Hiring a CoS who can quickly and confidently operationalize your team is the most important thing.
Training and Development Specialist | Instructional Designer | Creating Engaging Learning Solutions that Fuel Success
Great thoughts in here on hiring amazing IDs like Kaleigh Doan, Michelle Baudoin, and Tiffany Dorris! https://lnkd.in/gNgaRdXx Performance assessments can go a long way, as can passion, decision-making, and philosophies. IDs out there-drop additional thoughts in the comments😉
Managing Director @Market Xcel Data Matrix Pvt. Ltd. I Strategic Marketer | Driving Brand Growth Initiatives
A perfect candidate: -Has every skill under the sun -Has zero weakness -Has willingness to work for peanuts -Doesn’t exist A ‘perfect’ candidate doesn’t make a great team. Instead hire someone: -With a can do spirit -You can trust to be upfront and accountable -Who genuinely cares about the work they do These qualities are the foundation for growth, development, and a fantastic work culture. #hiring #workculture
President at Standard Logistics
1moAnd both are doing a great job as supervisors!