You may not have thought about it this way, but most employers hire because they have a problem which needs to be fixed. Think about your current job or perhaps an open position on your team now: Did you fill a vacant position? Were you the answer to a created position? Problem solved.
Here are three key steps to hiring — and nurturting — new employees to success.
STEP 1: FIND THE RIGHT CANDIDATE
When hiring, the Human Resources Manager should look at the three following factors:
- Does the candidate have the ability to do the role?
- Does the candidate have motivation to do the role?
- Does the candidate fit well with the existing staff?
Too many times, people are hired just on the basis of their résumé. Just because someone has the right skills doesn’t mean they will want to do the role which has been designed by someone else. This is why it is critical during the interviewing process to understand whether the candidate is motivated to do the work he or she is applying for. Equally important is to understand if the candidate will fit in well with the existing staff. This includes personality, work style, and skill’s background. The HR manager knows that hiring the right person is important not only for getting the new job done, but also for helping the existing team to be more productive.
STEP 2: TAKE RESPONSIBILITY FOR NEW HIRE SUCCESS
This might surprise you, but it is not only the employee who is responsible for their success! Organizations are quick to take the credit when the new person does well, and they are equally quick to blame the employee when things don’t work out. The success of the hired person depends on the whole system. For example, a demanding micromanager will get less performance out of the same person who, instead, might be doing well enough working for a smarter manager. Most people don’t wake up in the morning and decide that today would be a good day to fail at work. Most people arrive at work with hope, anticipation, and a feeling that they will do their best and that they will have a productive day.
The HR manager knows that the system in which a person works under determines success. When things go wrong, the HR manager will quickly examine the system to understand what failed. For example, let’s say, a bank expects its customer service employees, who work at the desks in the main customer waiting area, to open at least five new accounts per day. This bank decides to punish one employee who consistently for a week was opening only one account per day. The employee is upset, especially knowing that there were many factors which were out of his or her control. The HR manager examines the system to see what is wrong. Upon investigation, the HR manager finds out that many factors may have lead to a poor week. The bank’s credibility may have been impacted by a news article which was describing some ethical issues in the bank’s operations. Or a new bank just opened down the block and was offering free iPods to any new customer who opened an account. The HR manager involves the staff to see what new ideas and plans should be put into a place. There is no blame to pass around.
STEP 3: MEASURE NEW HIRE ASSIMILATION
Most of the time once a person is hired, there is little formal measurement on whether the person is working out other than the probationary review. Here are some ways an HR manager can take a new, more effective, approach:
- Ask a new person on a regular basis how things are going, if a person is happy with the work, and if objectives are clear.
- Inquire about what the new employee needs in order to succeed.
- Review the system and try to understand whether it is supporting the new employee and if the new person has good relationships with the peers.
- Look at whether the full potential of a new person was used.
- Ask the new employee if the role is meeting his or her expectations.
While these measurements are subjective, the important factor is that they involve both parties in the assessment.
The HR manager knows that it’s the system that determines the behavior and performance of its members. Hiring is just the start! The key to a healthy system at work is enabling all people to both enjoy their work and have opportunities to make a difference.
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