Human Resources professionals and others in charge of hiring are telling their stories of horror.
This is one.
You have advertised for weeks, but in today’s job market where Iowa is tied for the ninth lowest unemployment rate in the nation
, it is incredibly hard to get a qualified applicant.
Having a new hotel, you want to ensure that you have someone who is capable of ensuring the hotel pool and all of the amenities are in good working order for your guests, but also for corporate who is really watching you in your new role as human resources director.
Meet Tim.
Tim has worked at four apartment complexes in his 25 year career as a maintenance person. His resume, references, and skillset seem to be on par with what your organization is seeking for a hotel maintenance person.
In the interview, when asked why Tim wants to seek a career in a hotel instead of apartments, Tim says he would prefer indoor work and likes the fact that there is an elevator that can be utilized instead of carrying tools up flights of stairs to work on plumbing, fix doors and regular issues that occur in high traffic, high capacity housing. Tim is dressed appropriately, answers your questions like a pro and seems to be really knowledgeable about your needs and possesses the ability to carry them out.
After the interview, you feel that Tim is a strong candidate as his experience is extensive. You offer Tim the job at the rate of $18.75 per hour to work M-F and to be on call on weekends with a $125 per call bonus. Tim passes his drug screen and starts the following Monday.
All seems well! Corporate is off your back about getting the position filled, you feel strong about your candidate and your hotel is fully staffed and operational.
Tim starts his career with your hotel clocking in on time, has a positive attitude, likes to joke around (but keeps it workplace appropriate) and does a great job. When there is a problem, Tim is able to fix it and maintenance costs at your hotel are lower than others in your franchise as Tim seems to be highly educated and well equip for the job.
In short, Tim seems to be one of the more reliable, hardworking members on your team.
On a Tuesday morning, when taking boxes of pool cleaning supplies to the pool supply closet, Tim radios the front desk and says he has fallen and is unable to move his right leg.
You immediately run to the pool supply closet to find Tim in an immense amount of pain laying on the floor, hands around the kneecap of his right knee, with pool supplies scattered all around him. Knowing protocol as HR, you call an ambulance.
Tim goes to the hospital and they find that his right knee has so much scar tissue from past surgeries that they are going to have to give him a knee replacement. A regular surgery or physical therapy will do no good. Prior injuries have taken their toll on Tim’s knee.
Tim sits at home for six months as he goes from appointment to appointment, specialist to specialist, until they finally set a date for surgery of one month out.
Seven months of being off work, Tim is collecting workers’ compensation from your hotel. Not only that, but his lawyer is going to ensure that his knee replacement is paid for by your hotel, and that Tim is paid for the time it takes to recover from the surgery and pass a physician’s exam to return to work.
This great employee has become your greatest nightmare.
True story, all of this could have been avoided.
All of it.
If you had sent Tim to "ABC Wellness Clinic" in town where they offer Physical Capacity Profile (PCP )
testing (a comprehensive collection of multiple strength test measurements in as little as 30 minutes that delivers results to HR personnel in less than 2 minutes) you would have been better prepared to either offer Tim the position, or decline the offer of employment based on his inability to perform his job at a safe level.
Furthermore, once Tim was rehabilitated, you would be able to send him back to "ABC Wellness Clinic" to have a post injury evaluation conducted and compared to his baseline levels. This solution has proven to be more productive than a physician’s exam.
When you utilize the PCP, you are more likely to hire the right, the first time
.
The PCP is EEOC, HIPPA and ADA compliant and has been in business since 1988. There are over 125 locationsin the United States, and we would honored to have you as part of our family of service providers or an affiliate of these outstanding facilities.
Disclaimer: The following is a real story given to our company by a real person. The names and the situation has been changed to protect the identity of the individuals involved.
