Mark, is all excited for his very first day at his new office, and is eagerly looking to meet his new colleagues with some basic predefined expectations in his mind.
What are these predefined expectations? … Will the new company be able to meet his expectations? … How will Mark feel about the new work place?…. Will he be able to perform…
Few questions which linger on the minds of Mark and the Company.
As the recent trends shows, the companies are set to continue investing time, money and resources on outside/lateral hiring, it has therefore become even more critical to review the existing talent acquisition process and to evaluate, and if there is any need of change?
Nowadays, companies are taking No-Compromise approach on the quality of the candidature. Technology is also taking its part and has been inducted into the evaluation process to improve the quality of hires. Manual recruitment processes are now overtaken by the automatic tools and processes.
Companies have already started thinking of out-of-box and have come up with all sorts of evaluation criteria’s, some examples are:
- Behavioral analysis
- General intelligence
- Role / responsibilities profiling
- Extensive reference and performance checking
All aimed to get the right talent for the right role.
Mark is also a no-exception and has been through all these parameters to get selected.
Do you think all above evaluation criteria’s will bring an automatic success for Mark?
Surprisingly, many companies suffer by limiting their approach to pre-hiring (non on-boarding, settling into new role) process. It is even more critical for companies to understand that these parameters can only determine the right fitment for the desired role but the actual success of the selected resource will require a broad approach.
Just consider a situation.…
- what if Mark believes there is a misalignment between the role discussed and the actual requirement
- what if Mark is not clear with some policies of the company
- what if Mark feels about some issues with his Reporting Manager
- what if Mark is not that satisfied with the overall processes
- what if Mark is not happy with the work environment
Pre-hiring or Broader Approach: What approach will Mark’s company take?
As they say, it is often seen that the first day normally sets the tone of the new job.
Every new employee always remembers his first day and so will Mark. He is seen excited by the welcome he has received. He is greeted with a Bouquet of flowers coupled with a coffee mug/t-shirt. He is introduced to his reporting manager who had been eagerly awaiting his arrival and who introduced him to the rest of the team with all possible smiles… His workplace is all ready for him.
Is that enough?
Assimilation / on-boarding don’t end on the first day.
It is the responsibility of the employer to put a desired effort for the new employee over the next couple of months and this could possibly determine whether Mark will be successful (productive) in the new role or not. He will go through all the constant feedback sessions carried out by employer over the next couple of months to evaluate his overall experience regarding new responsibilities, his reporting manager, company’s policies etc.
Assimilation process is seen as the biggest asset for the employee retention program. The program is set to:
- Understand new employee’s basic needs and to match the predefined expectation in the best possible way
- Make new employee settling down to the system and to make him feel of the WOW! factor
- Sort out at any issues the new employee has and help him to get productive at the least duration possible
- Align new employee with the company’s value, culture and sort out any behavioral issues he has
- Build a mutual trust factor amongst the employer and new employee
My take: How often we have seen companies not paying much attention on the newly inducted employee?
Surveys suggest that dissatisfaction level is the most amongst newly appointed employees and more or less being the main reason for underperforming. Employee, once grows with the company is able to perform better and is adjusted to the company’s culture better.
It’s always advisable to have a matured assimilation process in place that takes care of the new employee…….till he is well settled with the role and company.