Posted in: In this week's e-newsletter, IT employment, Latest News & Views
Recruiting IT pros is tough right now, and the hard work continues long after a candidate accepts a job offer.
The job of recruiting isn’t finished when a new person starts working — IT managers need to make sure those staffers like the place enough to want to stay.
However, 20% of all employees quit or are fired within their first 45 days, according to Inc.com.
Here are some of the most common mistakes organizations and managers make that drive new hires away:
Ignoring their arrival
Employees join companies because they want to make a difference in the organization. But too often, an employee’s first day seems to go unnoticed by the rest of the company.
That doesn’t mean IT departments need to throw a party for every new hire. But some amount of special attention should be paid to incoming employees — for example, have the whole team go out to lunch on the person’s first day.
Boring them to death
Likewise, many first days are seen as nothing more than a chance for the employee to fill out mountains of paperwork.
But it’s critical to get people started on the right foot and give them an idea of how rewarding their new job will be. Filling out paperwork for hours is no one’s idea of a fulfilling day at work and will quickly kill anyone’s enthusiasm. Many of those forms can wait.
Hurting their credibility with co-workers
It can be tough for new people to feel that they belong, especially when a lot of their co-workers have been with the company for a while. It’s important to avoid setting new hires up to fail by expecting them to be at the same level as everyone else.
Managers should take steps to help new people prove how much they do know — for example by conducting a training session on an area of their expertise.
Giving new people the worst assignments
Seniority means a great deal in many companies, so new people often get stuck with the tasks no one else wants. Rewarding workers who have proven themselves capable makes sense to a point, but there needs to be a balance.
After all, if you hire people because they’re talented you want them to do jobs that showcase their abilities.
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