It's been said that smart businesses will take care of their employees first, and excellent customer care will follow.
Funjet Vacations is known for its top-rated customer service so it's no surprise that they put just as much emphasis on employee satisfaction.
But in an industry known for high turnover rates, how does Funjet achieve a cohesive and happy workforce?
We sat down with Shawn Gulyas, Vice President of Human Resources at La Macchia Enterprises, Funjet's parent company, to find out:-
TravelPulse: What is right-fit hiring?
Shawn Gulyas: At Funjet, we have a way of thinking about people saying "right-fit," which looks at someone's unique abilities and instinctual ways of working to make sure they are in a role where they can be the most confident in order to add their greatest value.
TravelPulse: How does this play into Funjet's recruiting and hiring processes and support its overall corporate culture?
SG: We look at this thinking for all hires. This includes having applicants complete a Kolbe A*, which provides the applicant as well as the Funjet hiring manager with valuable information on the candidate's natural ways of working on the job. We also ask many questions during the hiring process around our core values to make sure they are a culture fit.
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TravelPulse: One of Funjet's six core values is to "Be unique." Would you say this is part of the impetus behind right-fit hiring?
SG: That core value is all about how we embrace and utilize each individual's unique abilities and talents. We encourage everyone to work in their natural mode of action to get the best business and personal results. Being unique makes us authentic in our relationships, creates chemistry in our unique ability teams and brings fun to our environment.
TravelPulse: Is there something that sets Funjet employees apart from the pack?
SG: Their passion. Their confidence. Their focus on our customers.
TravelPulse: Is this something other travel professionals can implement when recruiting new staff?
SG: I believe travel professionals who develop core values for a business and then use them as a guide when looking for talent will discover they are critical in determining a culture fit. I also believe that using Kolbe wisdom when thinking well about people and the work they will be doing can reduce turnover.
TravelPulse: What best practices can companies use when implementing a right-fit hiring program?
SG: First and foremost, develop your company's core values through a grassroots effort, getting all team members at all levels involved. Second, use your core values to develop interview questions that help you discover right-fit in the company's culture. Lastly, seek out other assessments or tools such as the Kolbe Wisdom to better understand your team's natural ways of working.
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