MY MEN ARE MY INVESTMENTS.

The key to achieve success in the competitive market, the driving force of any organization are the people who work there. Living up to the values of the company and adhering to the norms is a culture that every employee naturally embraces when he becomes a part of the team.

But what happens when one of the recently joined employees cannot seem to adjust to the work environment? If he feels that he does not like the kind of work and wants to switch jobs? Would you blame him for seeking out opportunities that interest him?

What went wrong? Perhaps he changed his mind? Perhaps he wanted a higher salary? Or perhaps he simply did not have the inkling and you missed out on the signs while recruiting?

Each different designation demands an individual explanation.

When a candidate first applies for a job, he will want to know what is expected of him. He will have a dozen questions to ask! Will he be at the back office or on the field? Will he be expected to make presentations and file reports? What is the appraisal system like? Who will he report to?

The best way to ensure clarity – a job description that is elaborate and outlines the duties in simple understandable terms; no ambiguity, no holds barred. If your candidate is mentally prepared and is aware of what he is about to get into, it will make the process of settling in much easier for him.

Getting an employee acquainted with the job is a mere formality. Orientations and referrals matter.

The actual task if to find the right people for the right job. Some may possess the skill sets, but may lack interest. While some may be experienced and yet, restrict themselves to thinking in certain stereo types. Present the candidate with a tricky situation and see how they react to it. A person who is proactive by nature and is used to shouldering responsibilities, will stand up and take initiative.

During an interview, everybody is on their best behavior. You need to somehow break the ice and test the waters before taking a leap. Even if the candidate has come in through a trusted source, he needs to go through the entire process of evaluation.

It’s a calculated risk that needs an acute observation.

If one of your candidates has a degree in marketing, but is more partial towards public relations, why reject him straight away? Just because it is not a priority right now, does not mean it cannot be taken into consideration. It is after all the recruiter’s duty to match the appropriate skill sets to the right roles.

Before you plunge into telling him what he needs to do, understand the candidate’s point of view, his expectations. More than grilling him about his past experiences, check for his emotional quotient. Does he exhibit the zeal to work for your organization?  Will he be able to handle challenges after his period of probation ends? Will he be an asset to the business?

Take your time in making a decision because you are laying a foundation in every tiny step you take.

Training can be acquired, but the enthusiasm needs to come from within. Select somebody who may not necessarily think unidirectional, but will add valuable contributions to the team’s efforts.