What Every Hiring Manager Loves to See!

When it comes to hiring new prospective talents, HR teams have much to do. For starters, there’s appropriate onboarding training to consider. This step is critical in that it should help new hires integrate into the company culture faster… but that’s just the tip of the iceberg.

Employees’ successes and failures are reliant on the quality of the onboarding process.

Onboarding training takes lots of time and hard work. Going through preparations every time you hire a new employee can be troublesome and inefficient. To get the basis right, establish standard operating procedures (SOP).

SOPs include, but are not limited to, training materials (documents), instructional videos, and short online courses. You can go a bit further and create a project management checklist (use Asana, for example) so that all trainees can tick off the finished stages.

To accommodate for different personalities and backgrounds, modify your SOP, so that it allows for customization.

Basically, this means that effective onboarding tools should be complemented with a specific plan for each new hire. People have different expertise, expectations, career plans, and ideas about how to perform their tasks, so make sure to consider all of these factors when creating an onboarding training program.

Make Expectations Transparent

Building trust and loyalty is the key to preventing retention rates that might occur at any time, being inspired by literally anything.

To minimize the risks, make sure to let the new hires know exactly what they can expect from the company.

Include anything that comes to mind that you think will be important to them: from facts, past experiences, tenure, future prospects, advancement plans, perks, etc.

Provide Plenty of Time for Training

Hectic work environments tend to scare new hires, so don’t throw them into the fire the moment they appear. Consult psychology. Even if you’re in a hurry to integrate them, scaring them off (or worse: annoying them) won’t do the trick.

 You should make sure that onboarding training is not rushed, that goals are clearly set, and that new hires have plenty of time to adjust to whichever expectations you’re planning to set.

Further out, allow for the possibility that some employees may be in need of additional training, especially when they need to learn specific complex processes. Make sure to comply; never ever demotivate employees.

Assign a Mentor to Each New Hire

New hires mustn’t be left to search for additional answers on their own, without knowing whom, how, and when to consult. It is only to be expected that some questions will arise once the new hires start their work. That’s why you should pick an efficient training program and allow sufficient time for it to sink.

Managers acting as coaches are always a pleasant sight. Choosing an experienced manager who isn’t on the same team as the new hire will help new hires integrate faster.

These four steps should suffice to shape new hires into motivated team members. However, some skill sets are better suited to the workplace than others and we’ll hereby look at the ones HR teams are especially fond of.

Positive Attitude in the Workplace

A positive attitude in the workplace is a trait that hiring managers often seek in new hires. This kind of attitude can greatly impact personal job satisfaction and overall team dynamics alike.

There are several reasons why hiring managers appreciate a positive attitude. Firstly, employees with a positive outlook tend to be more productive. They approach their tasks with enthusiasm and are graced with a can-do attitude, which can be infectious.

In addition, this mindset plays a critical role in problem-solving. When faced with challenges, individuals with a positive attitude are more likely to look for constructive solutions.

Problem-Solving Skills

Problem-solving skills are always a welcome sight, as they testify to candidates’ capacity to identify and resolve complex issues typical for the workplace. 

Effective problem solvers drive productivity and inspire others to contribute their best to the team.

But, what exactly do problem-solving skills comprise?

They actually encompass several key components, which include:

• Analytical thinking
• Creativity
• Effective decision-making
• Resourcefulness
• Collaboration

Strong Work Ethics

A fundamental attribute universally cherished by all HR personnel is strong work ethics. After all, dedication, commitment, and perseverance are invaluable traits, which can rarely go astray in the workplace (and beyond).

Individuals who display strong work ethics typically seek s to make a positive impact within their organization, with all the subtleties that statement implies.

Overall, a balanced approach to onboarding training that complements sought-out traits in new hires is certain to propel any business forward.

HR professionals may look for additional talents, which typically include respect for company values, leadership potential, strong communication skills, high rates of adaptability, enthusiasm, passion, and relevant qualifications (not really a skill, but a necessary trait nevertheless).

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