A leader can learn a great deal from their recruits by exploiting their knowledge of other organizations, methods and ideas. They have the advantage of an outsiders’ eye, before being assimilated into your company’s culture. You should always make time for open conversations with your new hires. Make sure to ask them what their first impression of your company was when they made their first visit. Also ask them to compare your company to any other companies that they worked for or interviewed with during their recent search. This is a way of gaining valuable insight into your competition. New recruits are open and honest about their perceptions. Keep all information filed in the same place. When you are asked for any opinions on your company, you can refer back to the information gathered from your new hires.

It is also imperative that once you have obtained information from your new recruits, acting on their suggestions is an important way of promoting their confidence! It is also crucial that new recruits are welcomed and encouraged to ask for assistance when needed. They need to feel that they are a part of your team and that without them there is a void to your team. You should ease in your new hires in order to make them feel comfortable. Help new employees to learn about their new environment and master the work by appointing a suitable colleague to act as their mentor while they settle in.

With each new hire, you should ask yourself the following questions:

1. What did I do right?
2. What did I do wrong – where can I make improvements?
3. Did the candidate possess or lack the minimum requirements for the job?
4. Will this new hire succeed in the position I hired him/her for?
5. If I could start the entire search over would I hire the same candidate?

Handling Hire Failures

Recruitment failures will inevitably occur, your reaction to the situation is very important. The ideal situation is to investigate further why your new hire is not working out in the position. Take in all data from all parties involved. You then need to analyze your data and see if the person can be “saved” by making changes. If the answer is yes then make any necessary changes. If the employee can’t succeed in your environment then you need to terminate the employee as soon as possible. Explain your reasons fully to the individual (they usually know). Try to maintain professionalism throughout the entire process. Also, ensure that your employees know what has happened and a “brief” reason why (if applicable).

Nancy J. Phillips, CPC

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