Not integrating new hires properly into the organization

There are as many bad managers as there are bad employees, and the failure of many new hires is directly attributable to the sloppy way that they were brought into the organization in the first place.

It is really important to develop a timetable for introducing new employees to the organization…. and sticking to it religiously. Many people have said to me that this kind of onboarding is only necessary in big companies that have lots of employees, but I strongly disagree. If you have 10 employees and are hiring somebody, then that person represents 10% of your pre-existing workforce.

If you were making an investment of that size in anything else you would do considerably more background checking it and spend whatever resources you felt were necessary to make sure that you were getting the most value out of that piece of equipment. This is no different, and developing sticking to an onboarding plan is an essential component of any successful hiring process. 

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board