How do you determine “fit”? Most people are disqualified because of it. But “fit” takes time and effort on both sides. Are you expecting miracles? Have you allowed enough time for training and review of that training? Every company is different, even for the same title. Some departments have their own “culture” – some quiet and structured, some more free-form. Even within the same company.
How do you “motivate” your new hires? What does that even mean? Respect and the right tools combined with an intriguing project seem to work best for the creative class. That class includes scientists and engineers. Competitive games that pit one worker against another don’t really work well in bioscience.
Do you have the tools this candidate will need to be successful in this job? Can you introduce them to the colleagues who can help? Can you give them the “desk manual” for the role?
Now it is even harder!
Especially if you are using job boards.
Do you use external recruiters and sourcers to do the old-fashion phone calling? Do you know what you can expect from them?
The first person you interview is not like the first pancake – only for throwing out. They may be the best of the lot. Or the best may be the last one of 5 or more. Yes, you may have a learning curve for this interview process, but revisit the first person’s interview to make sure that you were asking the right questions.
Compensation is only one of the many tasks of HR. Irv, Lisa and I discuss some of the parts and tools you use to keep all that going.
What tools do you prefer? Do you use more than a spreadsheet? Which national compensation surveys do you prefer? Are you over or under paying your team?
Don’t make the mistake of giving offers of employment before you have checked the background. Not just the formal references, but also the social media references and perhaps someone in your own network who has worked with the candidate. Don’t rush!