Hiring employees that enhance and complement your business is part and parcel of being a manager. The process of recruiting the right candidate can take time so it is crucial to make the right decision and hire wisely.
Once chosen, it is your duty as the hiring manager to ensure that your new employee brings value to your organisation and helps to ease some of the workload burden – in short fulfilling the tasks they have been hired to do.
However the onus is on you to set up your new employee to succeed. Here we offer you some simple steps to make sure things go well!
During the interview stage it is vital that you have a very well defined job specification, which maps out exactly what is expected of the person taking up the role – from day-to-day duties to the skills and expertise you expect them to possess in order to carry them out. Too often an unfocused job description that lacks direction and unclear expectations on the part of the recruiting manager won’t allow even the most brilliant candidate to succeed. Furthermore if expectations aren’t clear upfront, there is a much greater chance that candidates will move within a relatively short space of time due to the fact that their role hasn’t lived up to its interview promise.
Before you commence interviewing, make sure that:
- You have a clear job description
- You have an excellent understanding of the expertise the candidate must possess in order to do the job well
- You ask candidates to give examples of situations and their solutions so that these skills are demonstrated
- Don’t compromise and hire an average candidate that lacks knowledge just to fill the role
- Make sure your expectations are reasonable – have you hired candidates in the past who have succeeded and achieved all their set goals? If so, then your expectations are reasonable – if not, then you might have to adjust them.
- Ensure the candidate clearly understands your expectations, and ask your candidate to describe how they will fulfil your requirements.
Induction or onboarding process
A successful and thorough induction is a comprehensive approach to bringing on new hires that goes way beyond simple orientation. Here are some steps for successful onboarding:
- Remember induction plans are intended to make new employees familiar with the overall goals of a company.
- Make sure you have a detailed plan in place for the first 90 days, so everyone knows what is expected.
- Operate a buddy system – someone who has been at your organisation for a long time and knows the ropes and can be a sounding board.
- Ensure you support your new hire as they embark on early projects so they can start delivering success and productivity quickly.
- An informal session of drinks or cake with other team members in the first couple of weeks can allow the new hire to assess their learnings, ask any questions and get to know new colleagues in a less formal setting.
Remember, the ultimate payoff is to reduce turnover and encourage recruits to stay with an organisation for a longer tenure – which is more achievable if the induction process is carried out carefully and thoroughly.
While your employee professed and demonstrated experience during the interview, do remember all organisations are unique. Different computer systems, policies, procedures and corporate culture can prevent good employees from being immediately successful. Make sure the employee is appropriately trained and has had sufficient time to practice their new skills. But do include both short- and long-term projects for the new hire from an early stage. New employees feel an inherent desire to contribute to the business right away. You don’t want them working on the big projects though, until they’re really up to speed on the way your company works.
Making a success of your new hire is not rocket science – it is down to communication and proper preparation. Take the time to get things in place before you commence the interviews, and that way you will get an employee who is clear of what’s required of them and possesses the skills you need to really add value to your business. After employment commences, good communication, regular meetings with goals and deadlines, and a smattering of teamwork will ensure your new employee is a resounding success who feels valued. In return, you’ll get loyalty and a happy and productive employee!