The high turnover in recruitment is not uncommon; that said, it’s an expensive exercise both financially and in terms of time to recruit, train and maintain recruits and train them to the standard of doing applaudable work in a firm.
This the following article, here are five (5) tips for improving the hiring and onboarding process for trainee and have them work excellently :
1. Regulate expectations from the start
If you’re on the lookout for someone to take over a particular task, make it very clear in the interview process. Although you can woo them with success stories, earning, and business trips abroad to entice them, they must be aware of the journey and task involved in the process to get there
In doing so, you’ll ameliorate any misconception in the first couple of months. Usually, the first couple of months is toughest on new consultants when they understand the true breadth of what is perceived of them to accomplish in their given roles.
Don’t oversell to candidates just to fill a seat – it will be a huge mistake.
2. Secure buy-in from your team
You’ll presumably have a great team in place already working for you.
Always, get them involved and thrilled about their new team-mate ahead of time, rather than bringing to them without notice a new person the day before they start. It’s recommendable to invite a couple of team members into the interviews so that all parties are happy and know what to expect. In doing this, you have given your new employee a chance to ask questions about the team that they might not have been relaxed asking you.
Don’t assign your new recruiter a desk and a training manual, and simply expect them to ‘get it’, rather guide them through it.
You’ll have to Invest in a training session scheduled for the new hires, an exercise that will pay massive dividends in the long run. Carrying-out a strong training plan in place will indicate that you’re giving your rookie the best possible chance and shot at success. You may consider splitting the training load among the older team members so that the new hires shadows interviews, phone calls, alongside undergoing a detailed training program. In doing so, they’ll also adapt to the different strategies, methods, and approaches to the job, providing them the confidence to forge the style that works best for them.
4. Allow room for failure
No single human on earth is infallible, and no person automatically becomes perfect at what they do. Along the way, there’ll tend to be hurdles.
Never make the mistake of anticipating total perfection from Day One. The professional and skilled recruiters will know that sometimes, the best learning arises from making slip-ups. If a recruit makes a reckless decision, immediately give them honest feedback so that bad habits are plucked off.
It is advisable that you give your rookie an extent of independence while embedding in them that their mentor is available should any issues go awry and get out of hand. Doing this also sends a supporting message to them without feeling like micro-management.
5. Assign a mentor
For the growth of your new employee, your firm, and business, assign a mentor to your new employee, someone always available to them for questions and verifications.
It is your duty to ensure that there is someone that can catch minor mistakes before they become fame-damaging for the business.