When you are on the verge of bringing a new employee into your business, you’re at the edge of a precipice. You may be about to bring someone on board who will revolutionize and improve your entire business. They may prove to be a dedicated employee who always goes above and beyond, leaving you wondering how your business ever managed without them.
On the flip side, you also might be about to hire someone who turns your business upside down, causes problems, and whom you will eventually have to fire after it becomes clear their behavior is not going to change.
While you can never be entirely sure of which way a new employee is going to go, there are a few steps you can take to at least help your company avoid the worst apples in the bunch.
#1 – Meet Them In Person
If you run a medium to large company, then the chances are that you have a team who recruit on your behalf. That’s fine — you’re busy, after all — but insist that you have the final say. Always meet the shortlist of candidates face-to-face before anyone is offered employment. Gut instinct is often overlooked in the data-driven modern world, but if you meet a potential employee and just get a bad feeling, then it’s worth listening to it.
#2 – Check Their Background
Even if you’re just hiring temporary, seasonal workers, take the time to check their background with the likes of www.clearstar.net. This is a necessary step as, unfortunately, applicants can and do lie to potential employers. You need to protect the future of your business by never taking anyone at their word; check their background, verify their identity, and contact their references before you make an offer of employment.
#3 – Obtain Emergency Contact Details
This step is often overlooked, especially if you’re hiring a number of people in one go and are in a rush. Make sure you note down the “in case of emergency” contact details for all new recruits. Hopefully you will never have to use this information, but it’s good to have it to hand just in case.
#4 – Keep An Eye On Their First Few Days
So, let’s say your prospective employee has flown through all of the above, and you’ve offered them a four-week trial period with your company.
It’s important to monitor how your new recruit copes in their first few days at your company. Ideally, you would do this in person; even just glancing in on them a couple of times in their first week is better than nothing. Ask how they’re doing, and look out for the signs that they may be struggling, as described by www.gaildoby.com. If you identify any issues, speak to them privately and see if there is anything that can be done to help.
#5 – Conduct An Evaluation After Four Weeks
If you get to the fourth week with a new employee, then take the time to conduct an evaluation– even if you already know whether or not you’re going to take them on full-time. An evaluation gives both parties the chance to discuss the previous month’s work and make decisions about how to progress. With any luck, at the end of this evaluation, you will have a new permanent employee– and your business will be the better for their presence.
By the time you have got through that initial month’s trial period, you should know whether or not your new hire has a future at your business. Getting through this period with a minimum of fuss and disruption is essential for the health of your business, so be diligent, and hopefully all will work out for the best.