You Need to Change Your Hiring Practices

"When culture is strong people want to stay and others want to join." Notable Moments [00:39] Defining culture in organizations [01:09] Why culture affects turnover costs [03:16] Culture as a recruiting advantage [05:49] Lessons from resignation folders [08:45] Using stay interviews and culture surveys [11:56] Chick-fil-A culture example [14:51] Disney culture habits explained Workplace culture is often discussed but rarely defined clearly. In this episode Tim Dyck and Jody Maberry explore why culture is more than a buzzword and how it becomes a strategic advantage for organizations. Tim explains that culture is built on shared beliefs shared behaviors and shared assumptions that guide how people work together. When those elements are aligned organizations attract stronger candidates improve retention and operate more effectively. The conversation also highlights the hidden cost of turnover and why losing employees often signals deeper cultural issues. Examples from companies like Disney and Chick-fil-A show how strong culture creates consistency motivation and a reputation that attracts both employees and customers. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected] Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com

"Clarity helps people understand how you can help them." Episode Highlights [00:42] New website launch announced [01:09] Importance of clear messaging [02:36] Infinity Culture Solutions partnership [05:29] Why the website needed updating [07:05] Clarifying HR services offered [08:46] Transparency around pricing [12:55] Importance of strong onboarding Best Culture Solutions has launched a new website designed to bring greater clarity to how the company supports organizations. In this episode Tim Dyck explains why clear messaging matters as much as good design when updating business websites. The conversation highlights the partnership with Infinity Métis Corporation which creates opportunities for Indigenous communities while strengthening the business. Tim also shares why the updated site focuses on transparency including clearer services pricing guidance and step by step explanations of how clients can work with the team. From recruitment to onboarding to workplace investigations the goal is simple. Help organizations understand exactly how support works before the first conversation. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected] Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com  

"You rebuild culture hire by hire." Notable Moments [02:45] Why hiring comes first [03:40] Motivation over skill [05:29] Hire right train right treat right [07:56] Reduce the hiring crapshoot [10:11] Hiring all stars into weak culture [11:34] Change happens hire by hire [12:32] Getting leadership buy in You may be focused on improving customer service retention onboarding or culture but if you are not changing how you hire you are only treating symptoms. In this episode Tim Dyck explains why every strategic initiative rises or falls on hiring practices. Training will not work if people are not motivated to learn. Benefits will not solve disengagement if the wrong people are in the roles. Culture will not strengthen if hiring remains the same. Tim shares why motivation matters more than skill how hiring impacts every other initiative and why rebuilding culture happens hire by hire. If you want real change in your organization this conversation challenges you to look at the very first step. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"If you use AI to avoid conversation that is a problem." Episode Chapters [02:11] AI enters performance reviews [04:10] Surface level feedback concerns [06:43] AI writing style lacks soul [08:40] Evaluations require conversation [11:59] Privacy and personal data risks [14:16] Open source versus closed source [16:31] Thoughtful use versus laziness What happens when AI is used to draft employee reviews? Where the line is between thoughtful assistance and intellectual laziness? Performance evaluations still require genuine human connection. In this episode, Tim and Katie highlight why conversation cannot be replaced by automation and what risks exist when personal or organizational data is entered into open source tools. If you are navigating how to use AI responsibly while maintaining trust and authenticity with your team this discussion will challenge you to think carefully about how and why you use it. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"If you grow too fast without intention your culture will change." Notable Moments [02:11] Growth puts culture at risk [03:28] Culture as competitive advantage [05:21] Hiring for culture first [06:10] Motivation based interviewing explained [08:46] Defining real culture [10:33] Culture audit components [14:51] Three pillars of culture Rapid growth can challenge even the strongest cultures. In this episode Tim Dyck explains how organizations can preserve culture during expansion by hiring for fit, clearly defining shared values, and reinforcing behaviors through everyday actions that employees and customers experience. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected] Katie Currens: [email protected]

"Use AI to review your work, not to replace it." Notable Moments [02:34] AI arms race explained [03:53] Resume exaggeration risks [04:49] Employers using AI checkers [08:58] Editing vs writing with AI [09:55] Missing measurable accomplishments [12:08] Attention to detail example [14:21] Where to draw the line AI is changing how resumes are written and how they're evaluated. It can help your resume or quietly sink it. More employers are spotting AI-generated content and questioning its accuracy. In this episode, Tim Dyck breaks down common red flags recruiters and employers find in AI-generated resumes. He shares why employers are becoming more skeptical and how candidates can use AI responsibly without sacrificing credibility or accuracy. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected] Connect with Katie: [email protected]    

"AI can give you information, but it can't replace judgment, accountability, or people." Notable Moments [04:50] Why HR roles are increasing [09:33] How applicant tracking systems really work [10:54] When automation misses great candidates [14:38] Risks of blindly trusting AI [18:17] Why AI still needs human judgment AI is changing how work gets done, but it isn't replacing people. When technology moves faster than judgment, the real risk isn't automation. It's assuming information equals understanding. The human side of work still matters more than ever. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

"Five years can teach you a lot, especially when you're building something from scratch." Notable Moments [01:11] Reaching the five-year milestone [03:12] Pivotal early business moments [04:39] Hiring the right person matters [07:58] How conversations sharpen thinking [09:57] Growth from solo to team [14:32] Unexpected partnerships shape direction [16:32] Learning comfort with discomfort This episode reflects on five years of building Best Culture Solutions and the lessons learned along the way. Tim shares how the business evolved through real client needs, unexpected opportunities, and a growing understanding of people strategy. The conversation explores how hiring the right people, building strong partnerships, and becoming comfortable with uncertainty shaped the company's direction. It also looks ahead to where organizations are headed as they recognize that culture, retention, and people practices directly impact business success. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]    

"People don't miss the office; they miss meaningful collaboration." Notable Moments [02:30] Why interaction still matters [04:39] Mental health and blurred boundaries [05:33] Siloed work challenges teams [10:21] Labels vs. real flexibility Organizations across industries are revisiting workplace expectations and calling employees back to the office. In this episode, Tim Dyck and Katie Currens explore why this trend is accelerating and what leaders often overlook when making these decisions. Their discussion hits on the human need for connection and the risks of siloed remote work. Tim challenges leaders to examine how much trust plays into their decision, reminding them that flexibility existed long before "remote" and "hybrid" became labels. Rather than choosing sides, the conversation emphasizes balance. They highlight the importance of office time for collaboration while allowing focused work to happen where it makes sense. Leaders should focus on outcomes, not optics, and create expectations rooted in trust. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected] Connect with Katie:  LinkedIn: Katie Currens Email: [email protected]  

"An entrepreneur can help you grow, pivot, and innovate…if the environment truly supports it." Episode Highlights [00:02] Why hiring an entrepreneur "depends" [00:04] Pharmacy story illustrates entrepreneurial fit [00:06] How autonomy drives performance [00:07] Red flags when evaluating entrepreneurs [00:08] Accountability and guardrails for supervision [00:09] When a role truly requires an entrepreneur [00:11] Why entrepreneurs may return to organizations [00:13] Leadership considerations when hiring entrepreneurs This episode explores times when hiring an entrepreneur is the right move for an organization and when it might backfire. Tim Dyck breaks down the conditions that make entrepreneurial candidates thrive, the red flags to watch for, and why motivations matter on both sides. Some roles don't just need reliability. They need someone who thinks like an owner. Hiring an entrepreneur can offer an organization notable growth when the role and the leader are ready for them. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]