If you remember the 1980s sitcom “Cheers,” you’re familiar with Cliff Clavan, the bar’s know-it-all mailman. He knew, or thought he knew, everything. He was pretty smart.But he had no real friends, lived at home with his mom and generally irritated everyone. In his case, his attitude was much worse than his aptitude.
We don’t hire any Cliff Clavans at Zedi.
In fact, the answer to the question above is “Both a good attitude and experience,” and we’re able to find people exactly like this to join our team.
However, if we can only choose one, we’ll always choose the person with a great, can-do attitude. After all, you can teach knowledge; it’s much harder to fix an attitude.
By the time our new employee comes to your site, he or she will not only be sporting that ready-to-solve-problems attitude, they’ll know everything they need to know to get your work done, creatively solve any issues, and leave you with a smile.
That’s our deeply ingrained culture and we’re always going to find the individual that helps grow our already great culture. To find our best employees, we ensure a collaborative approach and include more than just our People Team and the hiring manager; team members get their say as well!
Once a prospective recruit reaches the short list of possible hires, we’ll ask them to share with us their plans for the first 30, 60 and 90 days in their role. We want to see if they have the big picture—if they’ve captured the vision of how we serve customers at Zedi.
After all, our brand promise to our customers is “Realizing potential, simply.” We promise our customers, “If you work with us, you’re going to realize your potential—and we’re going to be simple. We are easy to do business with.”
We keep that promise by helping our team members realize their own potential as well. We offer ongoing training. We do regular evaluations. We promote from within so that our people can continue to challenge themselves – after all, this is the attitude we’re hiring!
We continue to challenge ourselves to find creative ways to improve life for our clients. Sometimes those solutions come individually, sometimes by working together with other departments.
For our field monitoring software, for example, the hardware people often need to work with the software developers to resolve an issue. It takes humility, great communication and a complete dedication to our customers’ satisfaction.
Knowing that culture and positivity start at the top, our senior leaders review our quarterly engagement results with a fine-toothed comb. We want to know if we have any opportunity to improve on our promise to employees of providing a workplace that’s conducive to growth of our team and our customers.
After all, you tend to become just like the people you’re around. That’s why we take every single hire very seriously.
So if Cliff Clavan comes here looking for a job, we’ll say hello, ask him to tell us the circumference of the earth—and send him on his way.