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At New West Medicare, we are the only Montana company that is 100% focused on providing the best Medicare experience for our friends, family, and neighbors. That’s why we offer Medicare Advantage plans with no deductibles, low co-pays, the ability to use health care providers you want, prescription drug coverage, and a healthy aging program with a fitness facility membership in every plan. Plus, we pride ourselves on providing our members with excellent customer service right here in Montana. Let New West make Medicare simple for you.
· Are you newly eligible for Medicare?
Stronger together.
What does it mean to be
a New West Medicare member?
· Have you recently moved into the area? · Are you a veteran receiving VA benefits? · Do you currently have (or are leaving)
coverage offered by an employer or union?
NOW IS THE PERFECT TIME TO LEARN MORE AT A NEIGHBORHOOD MEETING.
May 3, 2016 · 10:30 a.m.
May 24, 2016 · 3:00 p.m.
New West Health Services
1203 US Highway 2 West, Suite 45
Providence St. Joseph Medical Center Byrnes Conference Room
6 13th Avenue East, Polson
May 24, 2016 · 10:30 a.m.
June 7, 2016 · 10:30 a.m.
New West Health Services
1203 US Highway 2 West, Suite 45
New West Health Services
1203 US Highway 2 West, Suite 45
888.873.8044 · TTY 711
newwestmedicare.com · Find us on
New West Health Services is a PPO Plan with a Medicare Contract. Enrollment in New West Medicare depends on contract renewal. You must continue to pay your Medicare Part B premium. Limitations, co-payments, and restrictions may apply. The formulary, pharmacy network, and/or provider network may change at any time. You will receive notification when necessary. The benefit information provided is a brief summary, not a complete description of benefits. For more information contact New West Medicare. For accommodations of persons with special needs at a sales meeting call 1-888-873-8044, TTY 711, 8 a.m. to 8 p.m. daily. Benefits may change on January 1 of each year. H2701_NW#_680-1-2016 Accepted
BUSINESS IS PERSONAL MARK RIFFEY HIRING MILLENNIALS
ARE YOU HIRING MILLENNIALS? How’s that going? Some people love them, some do little more than complain about them and their pen- chant for sel es. The oft-parroted “party line” is that Millennials are entitled slackers with no work ethic who don’t take initiative, aren’t responsible, etc. Meanwhile, many employers say, “We can’t nd quali ed people who want to work.”
If that’s the case, they’ve either elim- inated Millennials by default, or they aren’t looking very hard – or both.
Slacking isn’t Age Speci c
These behaviors are not generation speci c. Every generation has people who t one or more of those patterns. You probably know a few. Are they all 18-34? I doubt it.
If people aren’t worthy of your job, that’s at least partly on them – no mat- ter what generation they’re in. If you hire them anyway and aren’t doing so in hopes that they grow into the job or as part of a training e ort, then their inability or lack of desire to do the job is on you – and speci cally, on your company’s hiring process.
Most hiring processes spend the majority of their e ort determining if someone is quali ed. Once candidates are considered quali ed, gut-feel hiring often takes over the selection process.
A critical aspect of the hiring process is ltering out the people who won’t t in culturally. This isn’t about you being elitist. It’s about making sure the can- didate ts your company and that your company also ts the candidate. The culture at Duck Commander is di erent than the culture at VaynerMedia, Flat- head Beacon or Goldman Sachs – and that’s OK. What’s not OK is hiring some- one who is a terrible cultural t. It doesn’t mean they’re a bad candidate, it simply means they’re not the right one for your company.
One of the bene ts of exposing your company’s culture to candidates is help- ing them remove themselves as a candi- date. You want to send clear, legal sig- nals that help people gure out if they’re a good t. Hiring a perfectly quali ed person who feels like Quasimodo when they’re at work is a waste of your time and theirs. Both of you will likely have to start over and that’s not a good thing for you or the candidate.
Culture is a big part of attracting and
hiring the right people to grow your com- pany. Millennials aren’t the only ones who care about these things.
Your Hiring Process Re ects Your Culture
Remember, it isn’t the generation, it’s the person and your hiring process. Make sure yours does a great job of selecting not only the right skill set, but the right candidate for the job, your team and your company. Your process should do a great job of showing the candidate what your company is all about - and what you’re not about.
This week I heard about a company that had to re an employee because they didn’t show up for work. They didn’t show up because they were a reg- istered sex o ender who got caught and arrested again. If the company ran a pre- hire background check, would they have declined to hire a registered sex o ender?
Would you?
Would it depend on who your clients are, or whether or not the person would have direct contact with clients? Cer- tainly. What about their contact with other employees and their families? What about the desire to rehabilitate someone who has “paid their debt to society?”
Your next applicant is a parent with small children. They’ve got the poten- tial to drive the growth of your company. How would you explain the situation to them? What if they’re a non-violent ex-convict?
Not Hiring Millennials? What Might You be Missing?
If you eliminate Millennials from your hiring process, what might you be miss- ing? In the group of people from 18 to 34, do you believe there are hardworking, smart, ethical, motivated people who have the potential to transform your company?
If so, will you ignore that possibility due to someone’s perception that all Mil- lennials are sel e-addicted slackers who don’t have any goals?
If so, where will your company be in 15-20 years if you’ve decided not to hire, groom and train 18-34 year olds over the next 10 years? In trouble, I’d say.
What does not hiring Millennials say to Millennials who might buy from you? Remember, Millennials currently make 21 percent of U.S. consumer purchases.
Hire incredibly well, regardless of age.
Want to learn more about Mark or ask him to write about a strategic, operations or marketing problem? Email him at mri ey@ atheadbeacon.com.
APRIL 27, 2016 // FLATHEADBEACON.COM
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