MightyRecruiterHow to Make Every New Hire Count
As in many cases, numbers tell the story when it comes to why you need to make every new hire count. Employee turnover is pricey, with the cost of replacing entry-level employees hovering between 30 to 50 percent of the employee’s salary. For midlevel workers, the figure goes up to as much as 150 percent, and as for upper-level employees, expect to pay upwards of 400 percent of their salary when you go through the process of hiring a replacement. Start off right, and avoid going through many rounds of job postings, interviews and training.
1. Nail the Job Description
Craft the job description with precision, and you boost your chances of finding a long-lasting fit. Effective job descriptions:
-Outline job tasks and responsibilities in a realistic manner
-List necessary skills and qualifications
-Include soft skills like collaboration and written communication
-Describe the culture of the organization
-Convey all of the above in clear and engaging language
Avoid jargon so that applicants know exactly what they are in for, and consider adding a small ïtestï to the job description. The test should not take more than 30 minutes but needs to offer insight into a candidate’s abilities. It also proves a candidate is interested enough in the job to spend the time doing this small project.
2. Look Past What Is on Paper
Oh, it is certainly tempting to hire someone who shines more on paper than you could ever have imagined. In such cases, it’s easy to ignore potential mismatches. For instance, if your company follows a strict structure for arriving at work and leaving, then a new hire who prefers to arrive and leave when he pleases may not be the best fit, even if he is a genius in your field. In fact, that’s a recipe for an employee who will not stay long.
To get a better idea of compatibility, ask situational and scenario-based questions in interviews. They lend insight into a job candidate’s preferences when it comes to communication, collaboration and dealing with stress.
3. Welcome New Hires
If anyone knows how to make every new hire count, it’s the businesses who anticipate the arrival of new employees. For example, they make sure new hires have a workspace and the tools they need to succeed. They have onboarding processes for new employees and strategies to keep life fresh at the new business. They pair new hires with a buddy or mentor to help smooth the transition.
4. Let Other People Go
In many workplaces, it’s obvious who is slacking off. Because few people enjoy conflict, these employees keep on not performing, sometimes for years and years. Now is the time to jettison these folks as part of your strategy to make every new hire count. After all, when a new employee sees other people not pulling their weight, what happens Resentment and a quick exit.
5. Put Employees in Control
As much as possible, allow employees to be in control of their lives. This means letting them know what is going on with the company; if profits are down, tell them. Keeping mum only creates an environment of distrust and uncertainty. In such an atmosphere, a new hire won’t last long.
6. Engage Employees
Allow employees, whether new hires or old hires, to pursue projects that make them passionate. Encourage professional growth and development. Have team-building events spearheaded by a different employee each month. A new hire who is engaged at work has a very good reason to stay.
7. Provide Feedback
Many new hires want to do the best job they can but are unsure how to ask about their performance. Don’t wait for them to ask; have a plan in place that allows for feedback during a new hire’s first few weeks on the job. The feedback could come from the new employee’s mentor as well as you and other colleagues. Ask new hires how they think they are doing and how the business can further help.
8. Quality over Speed
Last but not least, make every new hire count by focusing on quality over speed while you are still at the hiring stage. This can be particularly difficult when a business is expanding or has an immediate need. It’s easier to hire now and to deal with potential consequences later. To prevent this scenario, keep a few resumes on standby, and ask current employees for word-of-mouth recommendations. As part of proactive networking, you could even reach out to college career centers or staffing agencies.
As you explore how to make every new hire count and bring all-star hires on board, turn to the resources here at Mighty Recruiter for assistance.