In the last couple of weeks I have talked with several companies that are hiring for their internal staff.  This is great news for so many reasons!  First and foremost, it’s exciting to hear that our customers are doing well!  Second, it reminds us that things are on the rebound and they will turn around; slowly maybe, but surely.

Hiring for internal staff can be one of the toughest orders you have to fill.  I remember my days as a branch manager and all the applications I would go through before I found one or two people that I wanted to bring in to interview.

The process is much like filling a temp order.  The branch manager usually pushes the order out to the Staffing Specialist, who in return submits resumes of those they feel are the most qualified (or who they really want to work with).  It’s tough to tell a staffer the person they picked out is not who you are looking for.  Unlike their dealings with a client, they will really push for a good reason why you are choosing not to interview them.  I will admit, I have caved a few times and have been happy with the results.  My lesson; trust the people you have hired to do their job.  If I trusted them with filling orders for my clients, why wouldn’t I trust them with my own staff?!  I learned they are the ones that are on the front lines and are probably not going to choose someone that will make them look bad or leave them with all the work.

After you have carefully selected the perfect person to work in your office, you must train them.  I think there are more than a few managers out there that forget this important step in the process.  Think about on-boarding the new person.  Would you skip doing their I-9?  Hopefully the answer is no.  But training IS part of the on-boarding process.  I attended a conference once that talked about how new employees perceived their new work environment.  Those who did not receive proper training start to doubt if this was the right choice and may start looking for another position.  Although the market is not as tight as it was a few years ago, it still is not easy to find great talent.

In a recent conversation with a new staffer she told me about her training process, or lack thereof.  She was told what she needed to do, but never received an explanation as to why she should do it or how it tied in to anything else.  She felt a bit like a trained monkey, repeating over and over each day the actions she was shown.  No one had time to answer her questions or help her to better understand the processes.  Soon she moved to a different job within the company, one that came with a little more instruction.  She had several ah-ha moments and started to really understand the processes.  Although she was excited and happy about her new adventure, it did make her a little sad that she wasn’t allowed to learn any of this before.  Point of the story; let your staff in on why they are doing certain things.  Don’t keep them in the dark simply because you are too busy.

Think about your current training program for new hires.

Are you…?

  • Allotting the proper time for them to receive training?
  • Supplying a good trainer for them?  One that is not distracted with other work during training time?
  • Committed to making sure your new hire is correctly trained?
  • Helping your new hire understand why you are doing things a certain way?
  • Avoiding the phrase.. “I had to learn as I went, it’s good for you!”

Properly training a new employee is one of the best ROI you can have.  Take the time to do it and do it right.

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