hiring

How to Properly Onboard a New Employee

employee
employee

The hiring process can be long and difficult for any manager or company leader. However, once you hire a new employee, the hiring process does not end there. You may have hired the right person for the job, but you must transition them properly or all of your hard work and data analysis from the hiring process can quickly disappear.

It is important to support new employees with comprehensive onboarding to ensure their success. That is where we can help. Here are four steps to ensure a proper onboarding process:

  • Compliance - It is important to teach new employees basic legal and policy-related and regulations. The Human Resources department usually handles this aspect.
  • Clarification - Ensuring new employees understand their new jobs and all related expectations. It is the responsibility of their direct supervisor, manager or experienced team member to clearly define what is expected of them.
  • Culture - Includes providing new employees with a sense of organizational norms, both formal and informal. This can often depend on the size of the organization, as a larger company which will often have greater diversity in mindsets and behaviors.
  • Connection - Refers to the vital interpersonal relationships and information networks that new employees must establish.

Most companies expect a new employee to "have it together" when they apply for and are accepted for a new position. The challenge is that very few new employees really do, even if they have experience in the same field. This makes it all the more important to employ principles that improve the probability of success of a new hire.

How to Achieve Your Hiring Objectives

hiring objectives
hiring objectives

As the old saying goes, "Good people are hard to find." This is particularly true in business, as more and more employers report challenges in finding skilled workers to fill current open positions. Our personal studies indicate roughly 60 percent of companies feel finding competent people ranks in the top three most-critical factors for success.

That's why we're here to tell you finding competent employees for your business does not have to be difficult. All you have to do is make the hiring process work for you by following these four simple tips below:

  • Identify - Before the hiring process begins, identify which assessments you will need in order to obtain the information necessary to measure the managing and leading aspects.
  • Assess - Understand and apply the perpetual cycle with the identified assessments. Be sure to focus on the leadership or inspirational aspects, not just the management aspects.
  • Not a quick fix - Most managers and leaders of a business feel pressured to find a quick fix. However, it is important to realize a quick fix only addresses the short-term needs of a truly dynamic organization.
  • Think long-term - Think in terms of the NFL Draft. A team can either take a player to fill an immediate need, or it can recruit the best player available. By filling the immediate need you fail to address the depth of your team and will not build the long-term cohesiveness of a group that is necessary for success. When recruiting the best available player, it may take longer to develop, but it pays higher dividends in the long run.

If you follow these simple tips, you will be able to easily identify employees that will meet the job and cultural demands of your organization.

How can data help build a strong and growing business?

Fundamentally, any business must have three important things in place in order to be successful. They are:

  1. A business plan
  2. A financial plan
  3. A “people” plan

Of these three fundamentals, the one that is widely overlooked or underutilized is the people plan.

Most businesses build their companies by hiring competencies, often overlooking the Human (“H”) Factor data. The reality is that we must view the full human picture, not just a person’s skill sets. Hiring and developing the right people, who have the appropriate skill sets, are compatible with the corporate culture and will perform their function without stress is not nearly as hard as it may seem.

The heart of the matter is that merely hiring the right people is not enough. They must be kept on the right path, and their abilities maximized for the company to benefit. The following diagram will be used to help us remember the importance of not only hiring the right person but the value in the secondary steps, which must be individualized to help managers and employees attain their potential. Only then will they position themselves to impact corporate productivity, performance and profitability.

2

America’s most successful companies have found that an investment in data research and analysis yields significant returns. This is a huge advantage afforded large companies over medium and small organizations. Data directs them toward bottom-line results that cannot be obtained any other way to identify, develop and retain clients. Once acquired, the data creates efficiencies and opportunities for growth and development of their business.

The challenge for most organizations is acquiring the right data and applying the gained information in the proper context. What most organizations worldwide have failed to do at this point is to use the same types of research and analysis -- already used on their business and financial plans -- and apply them to the human factor.

We must realize that our job is not just to accumulate data about employees’ abilities, but rather to make sure we are gathering the right data and applying it correctly. In fact, many organizations do not know what they need to know.

Why? Because there is more data out there than they need. There are tens of thousands of validated assessments available for use. You must be astute enough to know which data mining tool will give you the information appropriate for your corporate culture, not just information for a seminar or the personnel file to justify the hire.