New Hire Action Plans for Employers & Employees
Traditionally, an action plan maps out steps that an employee will take to achieve goals that will assist them in their growth and development in a company or industry. I propose to you, that action plans be implemented for all major company tasks, i.e. hiring, marketing, training, product development, and the list goes on. LetÕs focus on an action plan for the new hire process.
Employers, it is obviously your goal to locate and hire optimal employees. In establishing your short-term goals, which will lead to the achievement of this ultimate goal, letÕs ascertain these components of the process:
¥Position funding approval
¥Hire date
¥Time frame for hiring process
¥Development of CV/Resume verification process
¥Know and understand the responsibilities of the available positions
Answers to the following will assist you in more effectively achieving your hiring goal:
¥ How will I advertise the open position(s)?
¥ Is there a pay scale?
¥ Do I have criteria that determine starting salary based on each open positionÕs requirements and/or prospective employeeÕs
skill level?
¥ How much time and money will I expend on finding the perfect employee?
¥ Will it be helpful to include a peer in the interview process?
Employees, often times when the job market is down itÕs not unusual to hear those in the market for new employment say ÒIÕll take anything.Ó Maybe you will, but often times thatÕs not to your advantage or for the good of the company hiring you. The reality is every employee candidate is looking for the perfect job. Be honest with yourself when you make your action plan. What is your true long-term goal?
Develop short-term goals that will aid you in locating a position in which you will flourish and be a valued asset to your new company. Essential parts of your process include:
¥ Determine most efficient job search methods (job fair, internet, networking, newspaper, etc.)
¥ Develop and maintain a current CV/Resume
¥ Be familiar with all major aspects of your potential employer (i.e. products & services offered, locations, target clients, etc.)
¥ Know and understand the primary responsibilities of the available position(s)
¥ Prepare a list of what you uniquely have to offer (beyond what your resume states)
Answers to the following will assist you in more efficiently achieving your employment goal.
¥ What geographic area is feasible and appropriate for your current personal circumstances?
¥ How much time & money will you expend pursuing a position in a specific company?
¥ What continuing education will you be pursuing during your job search?
¥ What will you do daily to maintain optimism and enthusiasm?
Action plans are tools. Each is unique to the individual writing it. You know the requirements of your process. Incorporate those into your plan. Revise your plan as circumstances dictate. I encourage you to brainstorm with colleagues and peers. Everyone has a different perspective, no matter how minor the difference. That difference may be the key to shortening your process and truly achieving the ultimate goal youÕve set.
New Hire Action Plans for Employers Employees - To learn more about this author, visit Dale Little's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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