Hiring the Right Talent.

How Important Is The First 90 Days of Hiring New Talent?

 

  “Time is money!”

I have heard this phrase my whole life; it’s a standard,  a way of life for most business-minded.  

One of the most efficient ways of using time wisely is to hire the best talent for the job. Sometimes when you hire new talent, the resume looks great, the references are great and the new employee nailed the job interview, but when he/she is working day-to-day, you see there is something amiss.

Ninety days is a good time-frame to find out whether or not an employee is a good fit for your company.

It is usually called the probation or performance training period. You can monitor their attendance, capabilities, and work ethic. In the hiring process, the first 90 days should be just as important as the interview. The first evaluations that should take place within those 90 days can set a precedence in effective communication in the employer to employee relationship. As part of the continuing process of the training, the employee will be aware that he/she is being monitored and has an opportunity to give feedback into the training process. 

When an employee is not working up to his/her potential, it is important to document the progress. Communication is the key! Find out if the employee has a clear understanding of what is expected. 
Below is an example of a checklist covering six areas to use when evaluating good work performance:

1.            Attendance

2.            Attitude

3.            Job skill and ability

4.            Follows Instructions

5.            Adaptability

6.            Personal Relations

Here is an outline of the counseling sessions:

• Schedule the dates for the evaluations or (counseling session) on the first day of employment. Example 30, 60, and 90 days from starting date.
• Reexamine the guidelines, clearly describe acceptable performance. 
• Use a scale to evaluate the performances you have observed, document your findings in detail.
•  Ask for employee feedback. It is important the employee has the opportunity to share his/her thoughts and concerns.
• Give examples of improvement solutions. Both employer and employee should agree on what solutions should be used.
• Give the employee an opportunity for improvement. Agree on the time to re-evaluate the improvement.
• Make the meeting simple, easy, and time -efficient. Document all that is discussed, using dates, times, examples and signatures.

TM