Are you or, someone you know, looking to join a fun, hard-working team? Ole Red is currently hiring full-time, part-time, and leadership positions at various locations. Apply today at RHPcareers.com!
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Team building is intentional! You don’t build the best team by haphazardly recruiting, running candidates through several random interview rounds, and making a “competitive salary” offer… Think of the best teams in the world, NFL, Champions League Soccer, Major League Baseball, Navy Seals, Symphony Orchestra, Corporate Leadership teams: They focus on building their brand and culture to be THE team that all the best performers want to be on. They start recruiting years before they have an immediate need and put the candidate first. And they have a proven system to ensure new additions integrate well and excel in their role. Focus on building your team with the same intensity that you focus on building your customer base! PS. The companies that actually do pay a competitive salary don’t have to say that on the job posting! They will be explicit and pay top dollar for top talent. It’s worth it. #hiring #recruiting #teambuilding
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We've all heard the saying, one bad apple spoils the bunch... I was reminded this weekend at my oldest sons baseball game that is true in both sports AND business. Negativity is contagious. Bad attitudes and criticizing your peers is the the beginning of the end for any team! What's true at 11 years old, remains true even as adults. In order to thrive, sometimes you have to make the hard choice to remove the negativity from your life/team/business. In these instances, we work closely with Holly Acosta & Michael Campbell at Kazdon Inc to ensure terminations are effective, smooth, and compliant. At BDA Recruitment & Consulting Services, we specialize in placing the right people in the right jobs! If you're struggling to hire great people, or are hiring the WRONG people DM me today! #recruitment #recruiting #austin #hiringnow #hiring #hiringimmediately #bdarecruitment #sports #hr #hrcommunity #businessowners #businessowner #humanresources
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I haven’t had very many decent mangers since I began in the workforce. A good manager is truly hard to find. I thought I had one recently. He recognized and awarded us for our hard work. He collaborated with us on finding efficiencies within our jobs. If there were issues, he offered support and worked with us to get us back on track. He genuinely seemed to care about us as a whole person, not just an employee. I remember him telling us that just because a new manager was taking over, that doesn’t mean he’s gone forever and that we can come to him with any issues or concerns we had. It was truly a great team and it felt good to know we had a safe space to fall back on if needed. How does one go from that to losing the respect of the employees on that team? By going back on his word. When we would go to him with concerns, he would turn them around on us and make it seem like we were the issue. That we were “unable to adapt to change” or there were “communication issues”. He refused to hear the feedback from employees who were leaving the team, that never would have considered leaving had there not been issues. He broke the trust we had in him and I lost all respect that I once had for him. Long story short. Listen to your employees. Trust your employees, especially the tenured ones. Be like the first guy in this post. You will get loyal, hard working and happy employees.
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"If you are working on something exciting that you really care about, you don't have to be pushed. The vision pulls you." -Steve Jobs #humanresourcesmanagement #employees #employeeadvocacy #recruiting #recruitment #hiring #humanresources #recruitingcompany #employment #seehrandrecruiting #quote #collaboration #leadership #vision #stevejobs #motivation
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I’ve recruited my entire professional life. My career is based on hiring and turnover. It provides me with a unique perspective on how to fill roles, but more importantly, how to retain employees. Not all turnover is avoidable, but as a leader, building and maintaining trust is well within your control. “Trust takes years to build, seconds to break, and forever to repair…” If your job includes leading people, this quote should be top of mind every time you interact with your team. Your co-workers are not your family, but for teams and organizations to function properly, you need to trust one another. So many people I’ve spoken with are entertaining new opportunities because somewhere along the line, they’ve lost trust in their manager or their employer. It could be a less-than expected merit increase or bonus. It could be a performance review with feedback that blindsided your employee. It could be someone that was passed over for a promotion and poor feedback or no feedback at all. I’ve been doing this for almost 18 years, so please trust me when I say retaining your employees is easier and more cost effective than having to hire new employees. Thoughts or questions? Leave them here or send me an email/DM.
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Recruitment Process Optimization | Corporate Recruiter | Psychologist | CV Writer | LK Profile Expert
Ever wondered why hiring managers want candidates with 3+ years in a role and ideally 5+ years within a company? 👩🏽💼 As a hiring manager myself, I understand the pain of constant turnover. We all want to hire people who will stay long-term. However, I question whether excluding the so-called ''job hoppers'' is the right approach. Instead of boxing out great external talent with the 'wrong' number of years in the role, the goal is to hire the right people and create an environment where people want to stay and grow long-term. So how do we increase retention, even among perceived "job hoppers"? I've found success by: - Truly listening to my team's needs and being their advocate - Providing growth, development and stretch opportunities - Promoting work-life balance and fair compensation - Creating an engaging culture where people feel valued It's a juggling act, ensuring I meet the needs of my team while also delivering for customers. But it's worth the effort when your turnover drops and you retain top talent. 💼 #EmployeeRetention #Leadership #InvestInYourTeam ❤️ if you agree with this ♻️ Repost for your network to see this 🔔 Follow to see more of my content
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Leading teams across Ohio and Connecticut | Putting your company's initiatives first and moving them across the finish line | I save companies money and put the right people in the right seat
As a passionate football fan and a staffing professional, I've noticed a striking contrast between the NFL and the demanding world of hiring managers. In the NFL, there's a Bye-Week for teams to regroup, strategize, and make adjustments, but for hiring managers, there's no such luxury of time. 🏈👥 ⏳ No Timeouts: While NFL teams enjoy a break to evaluate and prepare, hiring managers are constantly under pressure to make swift decisions. In the hiring game, there are no timeouts or extended breaks. The clock is always ticking, and candidates are waiting. 🔄 The Speed Game: Hiring managers must make quick yet informed choices, just like quarterbacks making split-second decisions under pressure. The competition for top talent is fierce, and delays can mean missing out on the best candidates. 💼 The Immediate Impact: Unlike the NFL's second half, where teams can adjust their strategy, hiring managers need to select candidates who can immediately contribute to the organization's success. There's no room for an extended evaluation period. 🏆 Winning the Talent Game: Hiring managers share the same ultimate goal as NFL teams: assembling a winning team. However, they do it with a relentless sense of urgency, knowing that the success of their organization depends on swift and accurate hiring decisions. So, if you're a candidate waiting for a job offer, remember that hiring managers don't have the luxury of a Bye-Week. They're in a constant race against time to secure the best talent for their teams. Stay prepared, stay engaged, and be ready to make an immediate impact when your opportunity comes! 🙌💼 If you're a hiring manager navigating these rapid hiring decisions, I'm here to help! Having a fresh perspective, an experienced hand, or just someone to bounce ideas off can make all the difference. Reach out to me if you need assistance, insights, or a seasoned collaborator to enhance your recruitment process. Together, we can build winning teams without missing a beat. 💬 #Experis #WePutPeopleToWork #NFL #SpeedOfBusiness #Recruitment #CareerGoals
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@Hiring managers What benefit does hiring a new employee who is 50+ ??? 1. Life experiences 2. Real world work experiences 3. Most cases a solid work ethic 4. Maturity to deal with issues 5. Respect for co-workers 6. Grateful for the opportunity 7. Ability to help with leadership development for your younger employees 8. Eager to perform 9. Not really looking to climb the corporate ladder. 10. Willing to what's best for company, not just what's in the job description. What's the downside to hiring a 50+ Employee? 1. You'll need to hire again in 10+ years for that position. Come on look at the upside! Make it happen.
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A senior role promotion is up for grabs. Who gets the job is down to two candidates: 1 - Employee of 5 years who's qualified in every way. 2 - Someone unfamiliar with the company the hiring manager "vouched for." Guess who wins most of the time? Unfair infrastructure undercuts everything. - Great benefits - Great salaries - Great remote options None of it matters if the playing field isn't level. Inequity breeds resentment, decreases productivity, and drives talent away. Make fairness foundational. #recruiting #careers #leadership
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Recruitment Specialist | Talent Management|| Onboarding || Personnel Management | Consultant at Talentsculpts Consultancy| Research Expert | HR Consultant | Behavioral Counsellor
The Internal Promotion: Sometimes, the best candidates are already within the organization. In this story, a company was looking to fill a leadership position, and after considering external candidates, they ultimately decided to promote someone from within the team. The promoted employee had been with the company for years, consistently demonstrating dedication, leadership qualities, and a deep understanding of the company's culture and values. The decision to promote internally not only filled the position with someone trusted and familiar but also boosted morale among existing employees, who saw opportunities for growth within the company. Internal promotions benefit both employers and employees by fostering a positive work environment, retaining top talent, and promoting career growth and development within the organization. Organization should consider Internal Promotions and stop trying to always hire outside for a position an internal employee can handle. #hrcommunity #hrhiring #humanresources #humanresourcesprofessional
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