How long does the new-hire honeymoon period last for you? How long until you are starting to sweat? How long until such thoughts as ” Maybe with a little more coaching from me they will get there.”, “Perhaps some more training will help them.”, ” Would I have hired them back then if I’d known where we’d be right now?”, or “Why did I believe what they told me during the interview process?”
Here are 5 steps to keep the pressure off of YOU, and place it back where it belongs, on the shoulders of the prospective new hire.
- Hire slow, fire fast. Define the “red flags” for new employee behaviours, results, and leading KPI’s for the duration of the on-boarding process.
- Accountability. Hold them accountable for these behavioural goals.
- Prior to hiring, share your specific expectations with prospective hires, and get their agreement to the on-boarding plan and the accountability process.
- Always be in hiring mode. Create a prospecting plan for talent, and a company culture of always looking for talent for the “talent bank”, rather than relying on job boards and recruiters who will often send you someone else’s cast offs.
- Don’t hire when you “need” someone. Think about it. They need a job. You need an employee. The interview consists of two needy people meeting each other. It’s a recipe for a hiring disaster.
If you’re interested in finding out more about how Sandler can help you and your company avoid the usual employer-employee dance contact your local Sandler Training Centre