Every company has a culture. Successful companies have growth culture. Rudy Miick defines that as, \u201cGrowth culture would be one that is positive; meaning positive in attitude, positive in action, and positive in outcome. All of which lead us to profitable, high performance, on purpose. So, I\u2019m growing with intention. <\/p>\n\n\n\n
\u201cThere\u2019re multiple kinds of growth. There\u2019s growth in dollars, growth in volume, growth in square footage, and equipment\/assets. Another way to look at growth is in a sense of worth, personally, sense of purpose, sense of environmental impact or something that makes us better human beings, living in a better world.\u201d<\/p>\n\n\n\n
A big part of a growth culture is the right team. Inbound recruiting is the difference between hiring someone to fill a slot and recruiting capable, like-minded team members. Like all things Miick it begins with grounding your business in purpose and values. <\/p>\n\n\n\n
Applicants that are simply looking for a paycheck are easy to find, and just as easy to lose. Great teams have low turn over rates. Turnover is inefficient, it costs time and money. <\/p>\n\n\n\n
The first step of inbound recruiting is to tell the story of your business. Who are you? How do you fit into your community? Other than making a great product or delivering great service, what do you bring to the world? What sets you apart as a work place? If you can paint the picture of your vision, it will attract people who want to make a difference in the same way you do.<\/p>\n\n\n\n
Rudy explains the difference between hiring and recruiting as, <\/p>\n\n\n\n
\u201cYour sign says \u2018Now hiring cook.\u2019 That\u2019s what I\u2019m going to get – at best \u2013 is a cook. At worst I\u2019m going to get a cook that\u2019s got a cocaine or meth habit and they call themselves a cook. <\/p>\n\n\n\n
\u201cVersus I could recruit, and even though I\u2019m a restaurant, not even a fancy restaurant, just a local one, I can put my story in the paper \u2013 meaning Indeed, Monster, Craig\u2019s List, wherever it posts. Maybe even in my window. But instead of saying \u2018Help wanted, cook\u2019 I\u2019m going to tell the story of our culture and how we build a community through our food and our service. How we are a place of restoral, so if you want to be treated with dignity and respect, if you want to create and learn, not only are we hiring and paying top wages, we\u2019re doing open books and profit sharing.<\/p>\n\n\n\n
\u201cAt the same time we say \u2018Here\u2019s our purpose, here\u2019s our values\u2019 we take it seriously. Before you even fill out the application, make sure this sounds like the place for you. Just that kind of a statement in the recruiting does filter about 10 to 25 percent of the applicants. And we know that for a fact from research we\u2019ve done with our own work. <\/p>\n\n\n\n
\u201cSo the recruiting piece is first we\u2019re filtering for attitude and action. Second, we\u2019re interviewing. Part of the interview then is also looking for the fit. \u2018You say you are interested in our values, let\u2019s now see how you articulate those values in action. And if we bring you onboard, the likelihood is you will stay.\u2019 In the restaurant business, typical turnover is 200% per year. Ours is 20%. We still have turn over, but it\u2019s healthy, were people move on to a better opportunity, a new adventure.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
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