Evaluation and adaptation of personnel after hiring
Posted: Tue Jan 21, 2025 8:45 am
Who should not be hired
Know-it-all candidates. A person who claims to be oriented in everything is capable of screwing up an important project at a crucial moment. Therefore, it is better not to risk it, do not accept such people.
A job seeker who lives very far from the place of work . Most likely, he will quit very quickly, not wanting to spend a lot of time and effort on the road.
People who are unable to how can our overseas chinese in uk data help your business listen attentively . If a person ignores the HR officer's questions during an interview, he will behave the same way with his colleagues and his superiors. It is clear that productive cooperation is out of the question.
Dan Babinski (who owns a large American training company) has written a lot of advice for business owners and executives. He has identified five categories of people who should definitely not be hired as staff:
Someone from close relatives. In this case, the manager bears an even greater burden of responsibility. What if the person can't cope and has to be fired, and this is your sister's husband? Then the whole family will turn against you. But if you leave him at work, he will only cause losses and harm to the business.
Your friends. You will have to treat them differently than others, there is nothing you can do about it. Friends start to ignore general rules, to be familiar. This inevitably leads to conflicts, and there is little good in such situations.
Relatives and friends of team members . If you have a great accountant or manager working for you, it is not a fact that their close people will be equally great specialists.
You shouldn't do staff recruitment in the heat of the moment . You should definitely think soberly here, if you don't want to have to deal with problems later.
Don't hire someone just because you feel sorry for them. This advice sounds harsh, but the applicant's personal problems should not influence your decision. Sometimes the cause of troubles is simple bad luck, but often people themselves are to blame for them. Unless we are talking about a cool professional who found himself in a difficult situation - such a person can be hired.
In general, every person hired can ultimately bring profit or losses to the company. Both managers and HR specialists should remember this. Therefore, hiring, as well as firing, personnel should be carried out with the utmost care, seriousness and planning.
Download a useful document on the topic:
Secrets of Business Correspondence: A Checklist for Writing the Perfect Letter
Evaluation and adaptation of personnel after hiring
So, during the interview it became clear that the person is right for you. The next step is to set goals and objectives for him during the probationary period. The SMART criterion applies to setting the former, that is, they must be specific, measurable, realistic, resonate with other settings and have specific time frames. Of course, it will be necessary to evaluate the extent to which they have been achieved.
As for adaptation during the probationary period, it goes in three main directions:
Corporate . This refers to familiarization with the company, its internal principles, and the main documentation.
Social . This is an understanding of one's status in the organization, as well as the department's status in the company's structure. Plus personal adaptation in a new team, getting used to the workplace, behavior style, and communication procedures. All this is necessary so that a person can fully perform the duties assigned to him.
Professional . Obtaining additional specialized knowledge, improving your skills, acquiring and improving the necessary skills.
All of the listed criteria can be assessed using the "360 degrees" method. Its essence consists of filling out at least five questionnaires: by the employee himself, his boss, colleagues, subordinates and mentor. You need to look at the average indicator for the criteria, as well as the difference between the average score and the self-assessment of the new employee.
The employee receives (in writing) a task for the probationary period that corresponds to his job description. The time of completion is clearly defined. And here the person can either demonstrate his professionalism or fail the probationary period. The frequency of evaluation is needed to stimulate the employee to develop.
Try to retain and save good staff, minimize turnover. Take care of the company's good image, monitor reviews. You will easily fill the necessary positions if you offer applicants attractive conditions when hiring personnel. Try to surpass your competitors, then people themselves will want to work for you and offer their contact information, which you will only have to use if necessary, and not spend a lot of time, effort and money on finding new employees.
Know-it-all candidates. A person who claims to be oriented in everything is capable of screwing up an important project at a crucial moment. Therefore, it is better not to risk it, do not accept such people.
A job seeker who lives very far from the place of work . Most likely, he will quit very quickly, not wanting to spend a lot of time and effort on the road.
People who are unable to how can our overseas chinese in uk data help your business listen attentively . If a person ignores the HR officer's questions during an interview, he will behave the same way with his colleagues and his superiors. It is clear that productive cooperation is out of the question.
Dan Babinski (who owns a large American training company) has written a lot of advice for business owners and executives. He has identified five categories of people who should definitely not be hired as staff:
Someone from close relatives. In this case, the manager bears an even greater burden of responsibility. What if the person can't cope and has to be fired, and this is your sister's husband? Then the whole family will turn against you. But if you leave him at work, he will only cause losses and harm to the business.
Your friends. You will have to treat them differently than others, there is nothing you can do about it. Friends start to ignore general rules, to be familiar. This inevitably leads to conflicts, and there is little good in such situations.
Relatives and friends of team members . If you have a great accountant or manager working for you, it is not a fact that their close people will be equally great specialists.
You shouldn't do staff recruitment in the heat of the moment . You should definitely think soberly here, if you don't want to have to deal with problems later.
Don't hire someone just because you feel sorry for them. This advice sounds harsh, but the applicant's personal problems should not influence your decision. Sometimes the cause of troubles is simple bad luck, but often people themselves are to blame for them. Unless we are talking about a cool professional who found himself in a difficult situation - such a person can be hired.
In general, every person hired can ultimately bring profit or losses to the company. Both managers and HR specialists should remember this. Therefore, hiring, as well as firing, personnel should be carried out with the utmost care, seriousness and planning.
Download a useful document on the topic:
Secrets of Business Correspondence: A Checklist for Writing the Perfect Letter
Evaluation and adaptation of personnel after hiring
So, during the interview it became clear that the person is right for you. The next step is to set goals and objectives for him during the probationary period. The SMART criterion applies to setting the former, that is, they must be specific, measurable, realistic, resonate with other settings and have specific time frames. Of course, it will be necessary to evaluate the extent to which they have been achieved.
As for adaptation during the probationary period, it goes in three main directions:
Corporate . This refers to familiarization with the company, its internal principles, and the main documentation.
Social . This is an understanding of one's status in the organization, as well as the department's status in the company's structure. Plus personal adaptation in a new team, getting used to the workplace, behavior style, and communication procedures. All this is necessary so that a person can fully perform the duties assigned to him.
Professional . Obtaining additional specialized knowledge, improving your skills, acquiring and improving the necessary skills.
All of the listed criteria can be assessed using the "360 degrees" method. Its essence consists of filling out at least five questionnaires: by the employee himself, his boss, colleagues, subordinates and mentor. You need to look at the average indicator for the criteria, as well as the difference between the average score and the self-assessment of the new employee.
The employee receives (in writing) a task for the probationary period that corresponds to his job description. The time of completion is clearly defined. And here the person can either demonstrate his professionalism or fail the probationary period. The frequency of evaluation is needed to stimulate the employee to develop.
Try to retain and save good staff, minimize turnover. Take care of the company's good image, monitor reviews. You will easily fill the necessary positions if you offer applicants attractive conditions when hiring personnel. Try to surpass your competitors, then people themselves will want to work for you and offer their contact information, which you will only have to use if necessary, and not spend a lot of time, effort and money on finding new employees.