When Ron was interviewing with Zingerman’s he wanted to do more than just accounting. He wanted a place where he could make a difference. In addition, he wanted to respect his coworkers. He found that at the Zingerman’s community of businesses.
This is part one with Ron Mauer, Managing Partner, Zingerman’s Service Network. The Service Network is a centralized business unit designed to facilitate business functions in a more streamlined version than each Zingerman’s company could possibly do on their own.
How your organization interviews and recruits has a direct impact on your culture and also future engagement. Here are a few things that stood out to Ron while he interviewed with Zingerman’s:
- Paul and Ari were involved and knew their businesses deeply.
- They were around the business a lot.
- They interviewed in the business and not in some off-site locations or behind closed doors (i.e. very open).
- They were fun loving and humorous and didn’t take themselves too seriously.
- How they were open and honest during the negotiations.
How is your hiring process reinforcing or hurting your culture and engagement?
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Notes taken during the editing of the podcast.
Before coming to Zingerman’s, Ron held jobs in manufacturing, information, and banking. He often worked in the support organization to help run the business, especially the information technology side.
The bigger the business he found it less interesting. He liked the impact he could have in small businesses.
He had 26 hours of interviews with the Zingerman’s teams. They were being careful. Both parties need to be sure that the opportunity is right for each side of the decision.
The negotiation for final compensation with Ari was an open discussion and seemed like a trusting conversation.
The decision point – it was based on where he was mentally and emotionally. And how they came together on the “yes” of the deal to bring him on board.
When he interviewed, the possibility of Ron becoming an owner was discussed. Becoming an owner eventually took a lot longer than planned simply because there was a struggle on how the support organization “made money.”
The created a separate organization to own the intellectual property etc of the Zingerman’s brand.
Do the job you eventually want, instead of waiting for someone to anoint you to that position.