TRAINING NEW HIRED PEOPLE

Training New Hired People



Training New Hired People

Introduction

Training new employees isn't easy, yet it should not be left to chance. You cannot guarantee that a supervisor or peer will have both the free time and skills necessary to instruct the new employees. Therefore, your new hire training program should provide the following opportunities:

Create a comfortable learning environment

Acknowledge that new concepts take time to learn

Encourage people to practice new skills during the class

Offer individual feedback to participants

Welcome questions and provide timely, accurate answers

The new hire training program should help people attain the skills and knowledge necessary to succeed in the process of internal applications.

Training Module

Step I. Review the internal Application to Locate the Best Candidate

Employment applications are often just skimmed. But candidates who thoroughly complete their applications deserve careful consideration: you owe them thoughtful attention to the information they provide. Choosing applicants to inter-view is your first hiring decision.

Consider these questions when reviewing employment applications:

Has the applicant given you permission to do a background check and contact references? If not, consider rejecting the application.

Is the person actually qualified for the job? Compare information on the application to requirements listed in the job description.

Are there gaps in employment? You may ask about them—tactfully—but remember that they may be due to legitimate situations such as family leave or time off due to sickness or disability. (Boeker, 2010)

Did the person offer valid reasons for leaving a prior position?

How long did the employee work for each previous employer? Frequent job changes may be a red flag if you are looking for a long-term employee, but they are not always negative; they may result from promotion or from newly acquired training or education that qualified the person for a better job. (Chung, 2006)

Has the person received promotions from previous employers? Previous internal promotions reflect dependability, good job performance, and a positive attitude, all of which speak positively for the employee's character.

What skills can the applicant bring to your company? Feeling that he can contribute helps an employee start out on the right foot.

Could the applicant improve himself by working for your company? An employee's desire to work for you can make a big difference.

Step II. Interview the Candidates

After reviewing numerous resumes and job applications and selected the candidates you believe could best fit your needs. Now it is time to interview them. The interview is an opportunity for you and a prospective employee to learn more about each other; it allows you to go over information disclosed on the application and to ask questions and assess the applicant's personality, character, verbal skills, and ability to reason through tough questions. (Chung, 2006) The personal interview allows you to get a feel for the person, which is impossible by simply reading an employment application.

Types of Interviews

Telephone (Screening) Interviews

Try telephone interviews to screen job applicants. The telephone inter-view is a good way to assess whether an individual is genuinely interested in the type of work you have available, or just ...