Why Just Hiring Isn’t a Final Win for HR
Many recruiters and human resource managers consider a hire a success when a candidate matching the required skills is found, hired, and placed. After that, it’s up to management to foster the new employee and make him productive via training and guidance.
Your Success, My Failure
In reality a new hire isn’t a success until he has adopted the culture of the organization, proven a capability to be relied on to produce, and functions as a valuable part of an organizational team. The time difference between the standard hiring paperwork and this “enlightenment” of the new employee can be the difference of six months versus two or three years. It is because of the difference in perspectives where program managers can see recruits in an entirely different manner than an HR manager does.
A major part of the disconnect has to do with the development of the new hire/employee. The first two or three years of employment involve a tremendous amount of change, training and indoctrination for the new employee. It also involves a considerable amount of testing and evaluation by management as to whether the employee can be relied on to perform with sensitive or important tasks. During this period there are a number of off-ramps or situations where a new employee can fail, ultimately representing a loss of time and energy in grooming for the program manager. The HR manager in many organizations frequently doesn’t deal with this part of the hiring cycle unless it involves a discipline or termination issue. Otherwise the new employee’s department typically comes as a surprise.
The Solution: Gradual Onboarding
…need to integrate and coordinate with program managers, regularly monitoring new hires to determine if problems are occurring.
HR managers who truly want to know when their company’s recruits are successful hires need to integrate and coordinate with program managers, regularly monitoring new hires to determine if problems are occurring. By being part of the early training and development cycle, HR staff can get involved and possibly turn around cases that may be headed for a shipwreck. The cause or performance deficiency may in some cases have nothing to do with the workplace, but a new hire can fail nonetheless due to an outside distraction (think divorce or a child custody battle).
So the next time a new hire is picked up, consider that new employee just the beginning of a process of hiring success. With involvement and monitoring, businesses and especially their HR managers can see a higher rate of long-term placement and success, reducing recruitment costs and increasing valuable retention.