Though the auto repair industry has evolved immensely in the past few decades, its image dates back to the times cars were first invented. People often think being an auto mechanic means working in an old, dark and dingy garages, breaking their backs over manual labor and arriving at home with grease on your face. While the job still requires some labor, it’s not quite what it used to be back when the Ford Model T was first unveiled.
The Case for Vocational Technical Schools versus Colleges and Universities as a Means for an Education for our Youth Today
Society puts a lot of pressure on young people to get good grades in high school so they can go to a nice college and obtain a four-year degree. The fact of the matter is that not everybody is cut out for the traditional college experience, however. Sitting in a classroom setting isn’t optimal for everyone, and yet we keep urging high schoolers to dream big and apply to those educational institutions. What happened to vocational technical schools and why aren’t young people aware of them anymore?
If you Google “remote working” you’ll come across a slew of articles about how telecommuting is on the rise. This Tech Cocktail article says 6.1 million individuals in the U.S. are currently considered remote workers, and that number is only projected to rise. Despite Marissa Mayer’s famous opposition to it, working remotely has had some really good press lately, and it’s not hard to see why.
As you may have heard, McDonald’s is under some scrutiny right now regarding its hiring and firing practices. The reason it’s notable is because the McDonald’s franchisor is being pointed at for these mistakes, even though the issues lie within the individual franchisee’s actions. So how can the franchisee place the blame on the franchisor?
How do big corporations like Thomson Reuters, Wendy’s, Toyota and Wells Fargo ensure they hire the right employees for their brand? And how do they make sure that each hire is being placed in the right position?
One thing those four corporations and many more have in common is that they all use PredictiveProfiles to help them with their hiring needs.
We are frequently asked how our PredictiveProfiles hiring solutions can benefit the bottom line of franchises. And while we can talk about the benefits of hiring the right people until we’re blue in the face, sharing real stories is the best way for people to really understand what can happen to your business if you hire properly.
At PredictiveProfiles, we do what we can to really get to know our clients. One of the ways we get to know them is through our webinars. Every other Wednesday at noon we offer one-hour webinars that delve into the world of hiring for franchise owners. These intimate webinars aren’t like the typical online class. We get to know each participant and encourage him or her to ask questions regarding personal experiences.
Here is a list of our upcoming webinars:
Whether you are looking for a CEO or an administrative assistant, who you hire matters. Your employees are the face of your business and any wrong move can make a big impact on your reputation. Additionally, not hiring the right people is very costly for a number of reasons.
Here are three reasons it’s important to hire the very best candidates:
Disengaged employees leave, but somebody who is a good fit will do their work well because he or she was properly placed.
Throughout the 14 years PredictiveProfiles has been in business, we’ve been perfecting the steps of hiring the most competent candidates possible. What we’ve learned through years of research and application is that the best way to find good talent is through a five-step process: Screening, behavioral interview, assessments, onboarding and integration. Each step is as important and crucial as the next, but the combination of all five is bigger than the sum of each individual process.
Good salespeople can be difficult to come by, as the job requires many talents that are difficult to identify with an interview alone. For example, many think that a salesperson must be outgoing, so when the hiring manager interviews an outgoing candidate, they might immediately think he or she is a good fit. But what if this particular outgoing candidate isn’t resilient or good with rejection?