This time on Pivot to First, Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning is for more than just the CEO. They also cover why employee retention is key to solving companies’ hiring problems.
You get to work with a lot of different businesses. How is the current talent climate situation affecting them?
Millennials and Gen Zs are looking for specific things they want from a company. They want training and mentorship, and it spills over to older generations. At all levels of an organization and across generations, people need to communicate effectively, ask for help, and understand their people’s needs and where the gaps are.
Where do you think most businesses go wrong when it comes to hiring?
They don’t have a recruiting plan; they wing it. To turn recruiting into a competitive advantage, companies should not only look at succession planning for the CEO, but as an organizational plan. When someone is promoted or leaves a year from now, we have to promote, train, grow from within, or recruit. It takes 3 -12 months to find a great candidate. Younger workers want to experience growth and mentorship throughout their career so the regular “ladder model” doesn’t work anymore; additional lateral moves with increased responsibility might be a more effective approach.
What can business owners do to make better hires consistently?
It should be standard practice to look at the pipeline of people. According to some studies, 85% of jobs that will exist in 2030 don’t exist yet. New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve.
About Jon Dwoskin
Jon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website. His Podcast “THINK Business Live” provides content daily to help clients and entrepreneurs get unstuck. Bringing best-of-class guests from all over the country, he shares what they do and how they get their people unstuck, from sales to the C-suite from solopreneurs to Fortune 500 companies. He interviewed Mike on March 1, 2021.