1 min read
This time last year, we were celebrating our associates by throwing axes, racing go-karts, and having a great time. The broad implications of the Coronavirus were on our minds as we waited for guidance from local officials and the CDC on what might happen next.
3 min read
GSM’s culture revolves around family and giving back to the community. In fact, Family is one of our core values and we apply this mindset to our daily interactions with each other and with others outside of the organization.
3 min read
Companies commonly hire for traditional diversity, but diversity of experience and thought are also important for success.
When they hear the term "diversity," most people think of gender or race – an understandable tendency, given the importance of both elements. Meanwhile, concepts like diversity of experience and diversity of industry are largely forgotten.
Companies often ignore the need to recruit individuals who might come in and change the way they operate simply because they want to preserve the status quo. But organizations cannot grow unless they bring in diverse viewpoints that promote innovation, bring in fresh perspectives, and improve decision-making. Business leaders must think differently about how they fill gaps in their companies, particularly because research from the ManpowerGroup suggests 45% of employers can't find employees with the necessary skills.
The world is always evolving, and a workforce that encompasses all aspects of diversity is what sets the most successful companies apart.
Skills to pay the bills
When there's an opening on a team, it's common for most candidates to have the skills necessary for the job. If all things are equal, hiring managers default to whichever candidate has the most relevant industry knowledge and experience. After all, they might reason, that's the kind of thing you simply can't teach.
It's often more valuable to consider candidates who have innate and transferable skills learned over time, such as leadership, being an agent of change, having a passion for learning new things and being a quick learner. It's relatively easy to teach a stellar candidate the industry knowledge he or she needs to function in a role. It's far more challenging – and takes a lot longer – to bring someone on board who has industry experience but lacks the innate leadership skills necessary to drive change.
People who are new to an industry aren't as likely to feel constrained by the standard practices to which everyone else adheres. They'll apply the lessons learned in their previous positions to their new sector, which can lead to surprising and impressive results. These candidates view everything from a fresh perspective and ask challenging questions to seek an understanding, which enables them to serve as catalysts for change. Industry disruption doesn't often come from within — it comes from outsiders who see a new way of tackling longstanding problems.
Granted, there are some potential downsides to hiring someone from a completely different industry. The learning curve can be longer, for instance. A smooth and well-planned onboarding process can overcome this hurdle, enabling new hires to make connections and soak up critical industry information.
It can also be more challenging to maintain long-term engagement. Once the initial thrill and novelty of a new industry wear off, some individuals lose interest in learning or stop seeking out opportunities to apply their diverse experiences in different ways.
It's also quite possible that existing employees will resent outsiders coming in and saying they're doing things wrong. Longtime employees may become more resistant to change, or they may shun newcomers and marginalize their ideas. It's important that current team members understand newcomers are not threats and that change isn't indicative of failure on anyone's part.
How to hire (successfully) outside your industry
Interested in going beyond your comfort zone and hiring people outside your industry? The following tips can get you started.
To read our tips on hiring the best candidates outside of your industry, please view the complete article on Business.com: Why You Should Hire People From Outside Your Industry
3 min read
Why does the Fall season always bring about a sense of energy, yet also reflection? Maybe it’s a sense of relief that Houston is finally experiencing temps dip below 90 degrees again? Or maybe it’s because this time of year pushes us to remember the excitement we felt as kids as we watch our own children go back to school to soak up all they can learn?
1 min read
Every year, Toyota recognizes its top-performing dealerships with the prestigious President's Award. This award represents the highest honor a dealership can receive from Toyota and is awarded to dealerships that demonstrated a commitment to upholding Toyota's high standards for customer satisfaction.
4 min read
The end of the year is a hectic time for everyone - from the holidays to planning for the New Year. GSM has been busy, but we still find time to give back and have some fun along the way!
Take a look at our recent year-end events:
2 min read
Every year, The Houston Chronicle recognizes 150 of Houston's Top Workplaces. This year, GSM was chosen as one of Houston's top 150 workplaces out of 2,297 applicants. Companies are ranked based on criteria such as culture, family atmosphere, potential for advancement, flexibility, benefits and pay, leadership, teamwork, fun, values, and ethics.
1 min read
At GSM, we love our sports teams - collegiate and professional. It's common to see associates supporting their favorite teams through festive jackets, shirts, hats, and office decor. To bring some of the rivalry and fun to the office, we celebrate College Colors Day and Jersey Day (we made this one up!).
1 min read
GSM frequently works with Child Advocates, a Houston-based company dedicated to "break[ing] the vicious cycle of child abuse" for the nearly 4,000 children in the Houston area who have experienced life-threatening abuse or neglect. The organization helps these children transition from foster care into safe, permanent homes as quickly as possible by providing both emotional and material support.