Hiring is an investment. When a new employee comes and goes within a few months, this costs a company both time and money. What can your organization do to prevent this scenario?
Here are three reasons why a new hire might fail (and how you can prevent them).
- You Hired the Wrong Person
Hiring the wrong person happens at the best of companies. Sometimes, an awesome resume and an amazing interview somehow turn into a low-performing employee. If this rarely occurs, you probably don’t need to worry. Hiring isn’t an exact science and mistakes happen. However, if you are noticing an overall negative trend, your organization should re-examine its processes. Are you using gut-instinct hiring and informal interviews? Although these methods are popular, they are among the worst predictors of actual on-the-job success (Harvard Business Review, 2016). Instead, consider implementing more objective evaluations including structured interviews, where every candidate receives exactly the same questions, and/or experiential interviews, where candidates complete a work-sample test related to the job.
- The Job Description Didn’t Tell the Whole Story
If a job description is out of date or incomplete, this will lead to problems sooner rather than later. Let’s say a business advertises for a manufacturing engineer, but they forget to mention the job is
2ndshift and involves extensive overtime as well as travel. These are key details that, most likely, will result in a disgruntled employee. Make sure your candidates know exactly what they are signing up for. Before your organization posts a job, ask supervisors, managers andeven co-workers to thoroughly review the job description for completeness and accuracy. Check for educational requirements, certifications, necessary and desired skills, specific job requirements, extra duties andsalary range. Not only will your hires be happier, but your company will spend less time sorting through unqualified applicants.
- Your Onboarding Program Wasn’t Effective
Onboarding shouldn’t simply be showing a new employee their workspace, and then giving them a pile of paperwork to fill out. Effective onboarding connects a new hire to your organization by helping them understand their role and how their role fits into the bigger picture. First impressions matter too. A poorly executed onboarding process can make your newest employee question their decision to join your team on day one. You don’t want this to happen. Be prepared for a new hire’s arrival, introduced them to their colleagues, take them to lunch to celebrate and personalize the experience by discussing what they hope to bring to the company. Finally, recognize new employees may need three to six months, or even a year, to get fully up to speed. Onboarding needs to extend beyond the first eight hours. Create a plan that includes regular check-ins and support for at least the first few months.
Is Your Company Looking for Great New Hires?
The recruiting professionals at Connectology can match your manufacturing firm with top-level talent throughout Wisconsin and Minnesota. We work diligently to understand your organization so we can present you with the best candidates. Find your next top employee today!