Link To Guest Website:

Title: “How To Keep Your New Hires”
Guest: Marc Zwetchkenbaum – Marc Z Legal Staffing
Interviewer: Nathan Gobes – Radio Entrepreneurs

Click here to read the transcript

Nathan (0s):
Come back. Radio Entrepreneurs, listeners and fans, I’m producer, Nathan Gobes. I’m excited to be filling in for Jeffrey Davis once again, and I’m excited to be joined by one of our regular reporters, Marc Z of Marc Z Legal Staffing with another employment update. Welcome, Marc

Marc (16s):
Nathan. Great to save. Thanks for having me on the show.

Nathan (19s):
Appreciate it. I know you’ve always got a great topics for us that are really important to business owners. So what do you have for us today?

Marc (27s):
Well, I thought we should talk about something. That’s very important because as everybody’s when I say everybody, employees, firms and companies are beginning the new year and a lot of starts have happened. Now people waited to start new positions, firms and companies waited to begin employees after the new year, because of, for a number of reasons. Year-end issues. Some people waited because they had bonuses coming. A lot of people had plans for the holidays and they wanted to keep those.

Marc (1m 8s):
So now the employee has started, but what, what, what would organizations of all kinds and companies and firms should realize now that you have this employee, you want to retain them? One thing that wasn’t discussed last year by commentators, by experts in the field by employers, we have a lot of hiring needs, but a lot of people came on to. And when I say people, employees came onto these companies, firms and organizations, and they left them in short periods of time.

Marc (1m 54s):
And as recruiters, we can do everything we can to bring good candidates and have good matches with our client firms, companies, organizations, but it’s the employer’s responsibility, Nathan, to make sure that once the employee is, are onboarded, they not only stay, but they thrive personally and professionally and contribute to the organization from and company. And so what I want to reinforce is this is great. You’ve got some great hires, great energy, don’t lose stride, keep the momentum going, bring this person into fold, whether it’s mentoring, assign them some good mentors, mentor oars, because especially during this COVID peak, it’s going to be very tough for people that are starting remotely.

Marc (2m 53s):
A lot of employers were having people finally that were fully vaccinated, come to the office, encouraging them, spend more time in the office initially. So they would be able to meet with people, get to know people and then gradually maybe work more hybrid. And now we have the new variant and a lot of employers are saying, you know what, why don’t you start remotely? We’re sending you a laptop and we’d love to work with you, but remotely. And so they have to AKA the employer has to figure out a way to engage that employee. And one way is a good mentor. Just assign them somebody or even have their supervisor, make sure that they irregular.

Marc (3m 39s):
They have a program or the, and they’re regularly integrated into the team. It’s so important. And that’s, what’s going to keep the momentum going. And a lot of great employers are doing that because I can tell you that when we debrief people that we placed, they’re like, this is great. I already have somebody I’m talking. They’ve already gotten me involved in this, but there are other employers who are not doing that because they’re so busy. They have so much work and they bring people in and they, every time the employee needs to talk to them, they don’t have the time. And so what happened is, and what’s going to happen is after a while that employee is going to say, maybe this isn’t the job for me.

Marc (4m 27s):
Maybe I made a mistake. Maybe I should look at something new, or maybe I want to go back. Maybe I made a mistake and I want to go back to my employer. Another suggestion is good training. If an employee doesn’t see they’re being trained on the systems, or if you’re a, if you’re an attorney or a partner or an associate being trained in some of the areas that and being brought in, but that the employer wants them to work on. Again, some of our clients have been great immediately having the key partner to the group, assign the attorney or in the case of legal assistance, the employer has them have a, a, a buddy to shadow or to, so that way, show them the ropes, whether it’s virtually or in, in person previously, but probably more virtually now, but this person is there to answer any questions and, and can help guide them and help them have an idea of how things work at the firm.

Marc (5m 40s):
Because especially now that employers are retrenching. Yeah.

Nathan (5m 45s):
Yeah. That’s great advice. I mean, having a mentor, a buddy, somebody to train you directly that, you know, you can really connect with is important. I think even, even people that have been at their job for several years that are, you know, have been working remotely, like many of us have feel the disconnects that we, that we get from, you know, this remote work situation. So, you know, I can completely understand that a new hire, unless they have somebody can, can feel like they’re not really part of the team, unless, you know, like you said, they have a mentor, a buddy, some, some direct, good training like that. You know, I’ve had previous positions that I’ve started.

Nathan (6m 26s):
And at this position, you know, back when we were in person, you come in and you meet the team, you, you know, you get brought around the office, you know, obviously you can do something like that virtually over zoom or whatever, but it’s not the same when you don’t have that, that personal connection. So I agree with everything you’re saying, mark, giving somebody to, you know, to sh to shadow, to, to be mentored buys is a big help.

Marc (6m 50s):
And you know, the, the other thing Nathan is, if you’re an employee and you’re feeling this, make sure you reach out, I know it can be difficult, something, but especially if you’re an associate talk to the partner, you know, or, or if you’re a staff person talk to human resources or talk to the supervisor, you know, let them know this has happened. Sometimes the employer just is so focused on being busy, addressing client’s needs and addressing internal issues that they just it’s nothing against you. They just are not focused on it.

Marc (7m 30s):
And you want to speak up and you want to let them know. I need some more training. I need, I need more work in this way. I’m not, I have these billable hours. I’d love to be able to do X, Y, and Z. What should I be doing? If the work is slowed down, if we can’t give you work right away, is there something I should be educating myself on right now? Or maybe you can reach out to other colleagues that are in your practice group, work, other colleagues who were cold legal assistants or paralegals, you know, say, look, I’m, I’m new and I’m leading for some work.

Marc (8m 12s):
And I know some of my supervisors have been busy or the attorneys can you make some suggestions of what I could do to be better. And that’s really helpful too. It’s, it’s, it’s a relationship and employer employee want to both, you know, you’ve joined this organization. You want to do well, this is a career step for you. The organization is investing in you and they want you to be happy. They hired you. So it’s so important for both parties to communicate.

Nathan (8m 44s):
Yeah. That makes sense. That’s great advice, mark. We really appreciate you coming on regularly to talk about these things. Did you have any other final comments?

Marc (8m 53s):
Sure. I, again, you know, I, I want to emphasize it’s not going to be easy and we’re in a new year. It’s again, we’re, we’re dealing with a progress and retrenchment progress retrenchment in terms of the health issues out there, I was talking to a number of people in key positions and this variant is really spreading and so warm and more, even, even the farms and, and organizations that wanted in-person employees are now saying we can’t do that right now. And it’s just there because those people that want in-person employees, they are they’re catching.

Marc (9m 38s):
COVID so more and more. It’s just important communication on both parts, because the goal is not only retention, but happy and successful employees, which are going to drive the organization and drive both the organization success with the employee success. Great.

Nathan (9m 59s):
I couldn’t have said it better myself, mark. Thank you. If listeners or viewers want to get in touch with you, find out more about Marc Z Legal Staffing. How could they do so?

Marc (10m 9s):
Thanks Nathan. First of all, Google Marc Z M a R C and the letter Z. And we’ll come right up. Marc Z Legal dot com, M a R C Z. and 6 1 7 3 3 8 1 300.

Nathan (10m 24s):
And of course you can find marks Marc Z on the Radio Entrepreneurs website is always joining us for employment, updates and discussions about what’s going on and, and the greater hiring and staffing fields want to thank you once again for joining mark.

Marc (10m 40s):
Thank you, Nathan pleasure.

Nathan (10m 42s):
Thanks. And we back on Radio Entrepreneurs after this break.

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