Using assessment results in the onboarding process
After you’ve hired the perfect job candidate, it isn’t just a matter of dropping him or her into the work environment and leaving them to their own devices. Usually there is a ‘honeymoon phase’ where the new employee is all psyched up about the job and the company, eager to prove themselves. However, be warned, if you let them free-float for a few weeks this enthusiasm will dissipate.
The same values based recruitment assessment you used in the process of deciding that they would be a perfect addition to your staff can also help the new employee to adjust more quickly to their new position and contribute effectively to the company. Here’s how:
* Focus all the on the job training and coaching on areas identified on the assessment as needing development. You can also consider tailoring their job tasks to their strengths and preferences.
* Consider adapting your own managerial approach to bring out the best in the new employee. Knowing a person’s motivations and turn-offs enables you and your managers to adjust your style and approach in dealing with the new employee. For example, some people prefer structure and direction; others prefer more autonomy. Some people thrive on feedback and praise, others prefer more concrete motivators. Learning about and adapting to an employee’s personality can go a long way to increasing their job satisfaction and productivity.
* Team integration can be smoother. In ideal team situations, each member fulfils a specific role. With a clear understanding of what a person brings to the team, you can facilitate their integration more smoothly.
* Address potential problems before they start to avoid future performance issues. Will the new extraverted employee socialise too much? Will that conscientious worker be too introverted to take the required risks? With understanding gained from the assessment report, you can recognise areas of potential conflicts between your work environment and the new employee’s personality. This allows you to address issues proactively. So if you’ve got a talker on your hands, you can explain the company policy with respect to breaks and ensure ample social contact by getting them involved in projects that require teamwork.
When managed well, onboarding programmes can have a dramatic and measurable impact on employee productivity, retention, employment brand, service/product quality, workplace safety, and future hiring success. One size doesn’t fit all so take the power of the personality assessment into consideration to get the most out of your most important assets.
