How long does the new-hire honeymoon period last for you? How long until you are starting to sweat? How long until such thoughts as ” Maybe with a little more coaching from me they will get there.”, “Perhaps some more training will help them.”, ” Would I have hired them back then if I’d known where we’d be right now?”, or “Why did I believe what they told me during the interview process?”
Here are 5 steps to keep the pressure off of YOU, and place it back where it belongs, on the shoulders of the prospective new hire.
Hire slow, fire fast. Define the “red flags” for new employee behaviours, results, and leading KPI’s for the duration of the on-boarding process.
Accountability. Hold them accountable for these behavioural goals.
Prior to hiring, share your specific expectations with prospective hires, and get their agreement to the on-boarding plan and the accountability process.
Always be in hiring mode. Create a prospecting plan for talent, and a company culture of always looking for talent for the “talent bank”, rather than relying on job boards and recruiters who will often send you someone else’s cast offs.
Don’t hire when you “need” someone. Think about it. They need a job. You need an employee. The interview consists of two needy people meeting each other. It’s a recipe for a hiring disaster.
If you’re interested in finding out more about how Sandler can help you and your company avoid the usual employer-employee dance contact your local Sandler Training Centre