The
evening ranger program at Glacier National Park’s Many Glacier Campground started
at 7:30 pm sharp. Ranger Monica was
knowledgeable, energetic, personable and formally educated. She said as a kid she was so influenced by
the park rangers at Glacier that she decided to become one. She interned at Glacier each summer from
college and took a full time position upon graduation.
A lot of people want and/or need a job. We
try to determine if the fit is right through the interviewing process. I don’t know about you, but I find it hard to
tell the difference between someone who really wants or needs a job from
someone who really wants to work in your organization. The aerospace industry
has a distinct advantage. Most people
who study aerospace engineering really want to work for a reputable aerospace
firm doing tough stuff.
I
always thought Zappos (the on-line shoe folks) were onto something when they
offer new employees a “exit-bonus” after only a couple weeks on the job. The
idea is that people who really don’t want to be there will take the cash leave. The result is a group of employees that
really want to be in the organization. FYI – I just chatted on-line with
Heather at Zappos and in seconds she verified they still have this policy and
she did not take the cash offer to leave!
How
have you successfully separated the people that just want a job from those that
really want to be in your organization?
Has it worked?
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2 comments:
The industry that is the strongest example of this railroading. A lot of railroaders have loved trains since they were toddlers; many more spend their evenings building model train layouts and their vacations crossing the country watching trains.
Fire or push out those who "can't handle" the job...to sum up make their lives miserable and see if they stick it out. Works everytime oh and don't forget to be overly critical during the yearly review as that usually helps also.
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