Have you ever hired a senior recruit and felt anxious about their performance?

Hiring new talent is a crucial step in growing your business, but it’s not enough to simply bring someone on board and hope for the best. While great talent can help drive your business forward, a bad hire can be costly and disruptive.

Considering this, I recently had a client who hired a senior person, Ravi, to lead their eastern region. Ravi had an impressive background and interviewed well, but unfortunately, he didn’t perform as expected and left the organization within 9 months. It was a shock for everyone. It’s disappointing when you put so much effort into finding the perfect candidate, and they don’t quite work out.

We wanted to understand what went wrong. So, I spoke to all the concerned parties and analyzed a few similar cases to identify common issues. Based on this analysis, I’ve compiled some key takeaways to help you avoid similar situations in the future.

In this article, we’ll discuss a few tips to set up your new recruit for success, so that they can hit the ground running and contribute to your organization’s growth from day one.

7 Tips to Set Up Your New Recruit For Success

By following these tips, you can set your new team player up for success and maximize their potential within your organization.

1. Take responsibility for their success: It’s important to remember that the success of your new senior recruit is ultimately your responsibility as a business owner or hiring manager. Don’t wait for them to prove themselves – set them up for success from the start.
2. Understand their needs: Take the time to understand the work environment your new recruit was previously in, and what they need to perform at their best in your organization.
3. Set clear expectations: During the selection process, have open and clear discussions about expectations and job roles. Once you’ve agreed on a job profile, don’t expect results in other areas. Set priorities for them and monitor progress in those areas.
4. Induct them properly: Work closely with your new recruit to ensure they’re properly inducted and aware of the do’s and don’ts of the organization.
5. Provide feedback: Review their work and provide timely and constructive feedback on areas for improvement.
6. Give them space: If you’ve hired them for their expertise and skills, trust them to do their job. Don’t micromanage – but do “be available” to offer support and guidance when needed.
7. Foster a supportive team environment: Be watchful of the behaviour of other team members and how they’re treating your new recruit. Address any fears or concerns they may have, and set up formal mentoring sessions to keep them focused.

Overall, the key is to make your new recruit feel safe, comfortable, and supported in their new role, and to give them the tools they need to succeed.

Closing Thoughts

In conclusion, setting up your new recruit for success is not just their responsibility, but yours as a business owner. It is important to understand their previous work environment and what they need to perform well in the new one.

Clearly discussing expectations and setting priorities for them is crucial, along with monitoring their progress and providing timely feedback. Proper induction and mentoring sessions can go a long way in ensuring their success.

Additionally, being mindful of the behaviour of existing team members and addressing their concerns can help the new recruit feel supported and valued. By following these tips, you can increase the likelihood of your new recruit’s success and avoid the disappointment of them leaving prematurely.

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