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5 Secrets To Getting The Most From New Employees


5 Secrets To Getting The Most From New Employees


I’ve lost count of the amount of times that an employer calls the office to say they have an issue with a new member of staff.

The issues tend to be the same:

  • Not doing their job properly
  • Making too many mistakes
  • Underperforming
  • Doesn’t understand the job
  • Not following the process
  • Not quick enough etc…

They want to know what they can do and if they can get rid of them.

The first question I ask – Do you have a job description? And do you know that 9 times out of 10 the answer is NO.

Well if you don’t have a job description then it’s no wonder then they are not doing the job very well. You know what the job is, you know what you want them to do because it’s all in your head…but guess what… they are not telepathic!

So I want to share with you the ‘5 Secrets to Getting the Most From New Employees’’.

Step 1
Job description
You have many tasks that need doing, you’re running around like a headless chicken so you’ve decided now is the time to recruit a member of staff.

So when this new person starts they need to know what they will be doing so, what tasks they will be responsible for etc. So they need a job description. It doesn’t need to be pages long but it does not to outline the main tasks and responsibilities

Step 2
Selection criteria
When you get cv’s you need a way of deciding who to interview. Having selection criteria will make sure you only interview people who have the experience and skills that you need now for this job, not people who look interesting and that would be great to have someone who could do ‘that’ if we ever needed it. Very importantly it’s evidence of how you selected for interview in case anyone brings a discrimination claim. For more help with recruiting download my guide ‘7 Simple Steps To Recruiting The ‘Right Staff’ – Every Time!’

Step 3
Plan out what questions you want to ask. Don’t just wing it on the day! Make sure you focus the questions on what you need that person to do. Don’t just ask closed questions – which will give you a yes or no. Probe the answers they give you to get more information. Ask for specific examples, ask can you tell me about a time when, what was the outcome, what would you do differently next time. For more help with recruiting download my guide ‘7 Simple Steps To Recruiting The ‘Right Staff’ – Every Time!’

Step 4
When they start, set objectives so the employee understands what’s required of them. If you don’t tell them what you want them to do they don’t know. So when you moan they are not doing it right stop and think. Did you actually tell them!

Step 5
Probation review
I recommend to all of our clients to have a 3 month probation period and that they carry out 30, 60, 90 day reviews with new employees. This is a short form which documents what was agreed. If you would like a copy give me your details and I will send you a copy.

Now this might seem a bit time consuming but it gives you and the employee a chance to discuss any issues and nip them in the bud. Set more objectives for the next 30 days. Also if it’s not working out you have given the employee the chance to improve, made them aware of what’s not right and it’s then easier to say goodbye. There is no point in struggling on if it’s not working. It’s much better to say goodbye early.

One big thing to remember is that even though you might dismiss someone within their probation period there is still a risk of them bringing a claim for discrimination.

To bring a claim for discrimination the person doesn’t even need to be employed by you, they can bring a discrimination claim because they didn’t get an interview. Even more reason to have a selection criteria. What is even worse is that there is no cap on the amount of money that can be paid out for a discrimination claim. The highest pay out so far has been over £4 million!

So doing that extra bit of hard work at the beginning will save you so much time and pain in the long run. Follow those steps to help you get the right person. When you have the right person you will be able to get the best of them. For more help with recruiting download my guide ‘7 Simple Steps To Recruiting The ‘Right Staff’ – Every Time!’



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