Ruby® Receptionists’ mission is to create real, meaningful, personal connections in today’s increasingly technology-focused, virtual world, and we rely on our core values to guide us in all we do. In order to grow and thrive as an organization, we need a staff devoted to living our mission and values—people truly inspired to build relationships with customers and deliver exceptional service. So how does Ruby find service champions, and how can you do the same for your business? We got the scoop from Ruby’s Director of Talent Acquisition, Lisa Neef.
Tell us a little about who you are and what you do at Ruby.
I’m am a strategic recruiter who has spent more than 30 years in the staffing and recruiting industry helping small to medium sized companies identify and hire strategic talent to get their companies to the next level. I owned my own staffing and recruiting agency for more than 18 years in the Portland market where Ruby was one of my most favorite clients. When Ruby started discussing bringing recruiting in-house to meet their long-term strategic growth goals, I jumped at the chance to let Jill Nelson know that I would love to help out and be a part of Ruby’s next phase of growth. I’ve been in-house with Ruby since 2014 as the Director of Talent Acquisition, and have loved every minute of it!
Ruby’s core values play a big part in all we do. How do those values inform the recruiting process?
Ruby’s core values have influenced every single decision we’ve made as we’ve worked to build an infrastructure that WOWs people from our first point of engagement all the way through the hiring process. Everything we do adds to Ruby’s growth as we look to innovate each workflow as we evolve and become more strategic.
What makes a candidate a “good fit”?
A candidate for Ruby that is a “good fit” is someone who knows their story, and can see who they are and what they could contribute to an amazing company like Ruby. Individuals who are heart-centered, looking for a purpose in the work they do, and can see themselves making a difference. People that are not just looking for a job, but actually bringing who they are to what they do every day.
Are there key attributes you look for, regardless of the available position?
Heart-centered, purpose driven, strong relationship skills, critical thinkers.
Do you have a favorite interview question?
What inspires and motivates you to connect your passion to what you do at work?
What advice would you give a small business owner regarding hiring practices?
Understand what the outcomes and objectives that you are looking to reach in the first 30, 60, and 90 days. One mistake small business owners sometimes make when hiring is not focusing on the challenge, issue, or outcome they are trying to solve or get to. Start by asking yourself, “What problems or challenges will this person solve for me?” Then, you can focus on the behaviors and expertise a person may need in order to solve those problems or challenges. This clears the way to create a really great job description that is outcome-oriented and focused on the skills, behaviors, and specific experiences a person needs to bring to the game.
What advice would you give job seekers?
Know your stories! Know what kinds of problems and challenges you’ve faced personally, professionally, or academically that relate to what you understand the hiring manager and company are looking for. Be prepared to talk about them in detail.
What’s your favorite part of working in Talent?
Hiring amazing talent and watching them grow here at Ruby! It’s such a pleasure hiring a Receptionist and knowing they will not be in that role for very long because they have the potential to learn and grow.
Big thanks to Lisa for sharing her insights—and for helping Ruby recruit and empower the best!
