Hiring is a critical managerial competency, and it doesn’t stop with the job offer. Today, re-recruiting your best people is as critical as hiring them in the first place.
- Have an "expectations exchange" with your new employees. Clearly define what you expect from them and ask what they are expecting from you and the team.
- Spend time teaching them about the organization they have just joined. Tell stories, share your experiences and knowledge about the culture and history.
- Involve your key people in the new hires' orientation. Expose new employees to others' views and stories as well as your own.
- Mentor them or find mentors for them as they work to close any skill gaps you identified in the interview process.
- Treat them well and introduce them to others on your team even before their first day. People with several options could be tempted by another offer before they show up for the first day of work.
- Be available to support them in this uncertain early stage of employment. That may mean seeking them out to see how they are doing and conveying that you are behind them all the way.
And finally, if you have done a great job of selecting, you will have a whole new stable of stars. Your long-term employees can feel less noticed, less appreciated, and perhaps even taken for granted as you carefully select, orient, and train these new folks. Avoid that dangerous phenomenon by re-recruiting your talent. Show your current employees that they are important and critical to you and to the success of your team, especially as you recruit new team members.
Remember: If you're not recruiting your best people, you're the only one who isn't.
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