Any good company wants to do good for their employees, and in return, their employees do good for them. It’s a mutual exchange. But what any good company would want is to hire employees that will stick around for the long run to really learn the ins and outs of the business, so in the future they can teach future employees what they know. It’s extremely beneficial to have long-term employees that truly love where they’re working, over short-term employees who are not invested and there to just get their paycheck. There are ways to really find those that have that genuine passion to work, even during the interviewing stage.
1. Connect with applicants
During the interview, don’t just talk to the candidate about their work schedule and the salary, it should be an open conversation for both of you. You’re trying to hire employees that will be an asset to your team in the long run. Get to know them, not through a robotic interview checklist, ask them about specific projects they worked on, what kind of work environment they thrive in, what they might have learned about themselves when most people were staying home because of COVID-19. Let the applicant know that you’re open to questions and hope they have some great ones for you. The job interview doesn’t have to be an intimidating experience, where you’re trying to trick the candidate, it should be a comfortable conversation that all parties find valuable.
2. Confirm their credentials
On an application, it’s easy (but wrong) for a candidate to say whatever they want. Like saying that they graduated from Harvard with an MBA and have 10 years of work experience in marketing. Now, if you want the most out of your employee, make sure you check their credentials. Don’t get too excited when you see their resume, meet them in person, where they’re a great interviewer and believe everything that they say. You’re doing yourself a disservice by following your gut, you need to do your due diligence and confirm they are who they say they are with reference and background checks.
3. Make them feel welcome
Let’s look at things past the interview perspective. Your new hire is now hired and it’s time to onboard them. Starting with making them feel welcome. The onboarding process sets the tone for the work environment. Is the process organized? Does your new hire receive a warm welcome? Even if they’re familiar with their job already, a new team at a new company, is what’s going to set them up for success and make them want to stick around to grow with the business.
4. Accept that mistakes will happen
We’re all human and we all make mistakes. The best way to foster employees is to be patient and understand there will be a learning curve. As a manager, if one of your employees makes a mistake, new or old, your first course of action should be to ask them what went wrong and help them fix and avoid making that mistake in the future. There’s nothing more comforting than knowing your manager has got your back. It’s the clearest sign that the workplace environment wants employees to do better for themselves and wants them to grow. Make every employee know that they won’t be terminated when they make honest mistakes.