We are frequently asked, “Once you get the right talent and leadership on-board, what do you do next?”
Many executives and business owners don’t have a plan for their latest hire once he or she joins their team. Their strategy ends at the point of having the offer accepted.
Centennial’s CEO, Mike Sipple Sr., has coached many organizations on this very topic. You can learn from his sage advice below.
“If you’re already being proactive with recruiting, in terms of attracting talent into your doors, I would suggest you consider the next steps in the process, which many companies tend to forget (but they are, indeed, part of the recruitment process!).”
1. Mike recommends that you do a culture survey. Find out what people think internally. Many companies can attract “A” talent, but they can’t retain them. It’s critical to find out why you’re either able to keep talent or why you lose them. You need to get the ideas and opinions from people on the inside who know these answers.
2. You need to be sure what you promise in the recruitment process is what’s being delivered to the new employee. Recruiting and attracting talent continues during the on-boarding process and should be a key part of new job assimilation for three to six months to be sure the transition is smooth. So many companies lose people within the first six months, and it’s often due to un-kept promises or surprises.
3. There needs to be a process for on-boarding that follows people through the early phases of their employment and ensures that they’re feeling good about their decision. This should include that all expectations are being met from both sides. This is the time to lay a solid foundation of trust, communication and engagement.”
We encourage you to provide your thoughts and feedback with on-boarding/assimilation.
- What have you have seen or experienced that makes a difference?
Let’s ensure we don’t just hire talent but engage and retain those we worked so hard to identify and recruit!
