Over the past months, we’ve been looking at a series of articles concerning “Air Ambulance Jets: The Business of Medical Flights”. We broke away from the series for a bit to take a look at current health issues such as Zika Virus, heart health, protecting the immune system, and air ambulance emergencies during SXSW. We now get back to the business of medical flights with a continuance of the subject matter contained in Part 4 of the series. Part 4 looked at “Starting Your Own Business”. As a reminder, the article looked at the many challenges of owning your own business, balancing work and personal life. Ronny (COO of Aero Jet Medical) and wife Danielle Wilson (President and CEO) made excellent contributions regarding staying on top of these challenges.
We now will focus on Part 5, the last installment of the series. This portion discusses Ronny and Danielle’s viewpoints concerning recruiting and retaining good employees. This, of course, is paramount to the success of any company.
“Education is vital, but so is life experience and sound judgement, particularly in our field of operation [air ambulance service]”
Recruitment of Employees
Without loyal, honest employees, a company cannot thrive. Ronny states “we pride ourselves in recruiting the right fit by hiring fully qualified staff for the unique positions that come open.” He goes on to say “we have yet to settle when filling positions and will forego hiring individuals on the basis of their resumes alone. Education is vital, but so is life experience and sound judgement, particularly in our field of operation. We dive deeper than reviewing resumes and conducting cursory interviews because we require the proper mindset of individual commitments instead of someone looking for a paycheck.” We can see from these statements that the level of success or failure of a business does not depend on education alone. That’s of utmost importance, of course, but within the interview process, the company owner is looking for personal attributes, along with how well the potential employee would fit into the particular job’s needs.
“We dive deeper than reviewing resumes and conducting cursory interviews because we require the proper mindset of individual commitments instead of someone looking for a paycheck.”
Interviewing Candidates for Employment
Looking for great interview questions? President and CEO of Aero Jet Medical, Danielle Wilson, has been “interviewed” on the subject. See what types of questions she finds helpful when considering a candidate for her company. Here is a hint: she goes beyond the standard “What are your strengths and weaknesses” questions.
Retention of Employees
Once you have recruited the right employees for your workforce, you will want to keep them. Aero Jet Medical has worked tirelessly to enjoy less than 1 percent turnover rates for the last 10 years.
Ronny also states that “the proper fit, while seemingly subjective, takes on a different tone when assessing individuals based on our core mission, vision, and company values. We embrace diversity intent on carrying on or out our business culture.” Relating directly to the air ambulance jet industry, Ronny has this to say: “Coming directly from the flight line, our teams’ top priority in recruiting and retaining top talent is to establish a professional class of elite personnel that get the job done according to high standards while providing individuals with the autonomy to make their own decisions in meeting the challenges of the daily grind.” So, in the case of Aero Jet Medical, you can see that split second decision making must go into consideration of a future employee.
Danielle Wilson goes on to discuss this important topic of employee recruiting and retention for Successful Business News in her article, “How To Recruit and Retain Talented Employees for Your Growing Business.” In it, among many other wonderful ideas, she mentions a personal way that she makes her employees feel valued. She states, “One of the business strategies that I implement for maintaining a low employee turnover is great incentives, such as year-end bonuses, retention bonuses and namely, an employee appreciation program. This program features a monthly form of special recognition via a gift certificate, tickets to a local show, etc. I love being able to support my team and the local business community at the same time. Most importantly though, I want my employees to know that they are important and to continue their hard work.”
Growing Your Own Business
These guidelines give a glimpse into the recruitment and retaining process that Aero Jet Medical air ambulance service uses to be successful. These practices can help you to obtain a team for your company that you can be proud of. Ronny concludes by saying “open communications, rigorous training standards, and clear expectations pave the way for not only recruiting, but retaining loyal and talented personnel.” These are excellent suggestions when hiring personnel for your company, with the goal of keeping them on for a long time to come.
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