Following on from my latest post, How to Pick a Great Property Manager, we all must consider the interviewing and induction process after the initial selection stage.
Sure, you can create a fantastic job advertisement and attract the right kind of candidates for your organization that match your culture and branding. However, it’s the process through the interview and induction (onboarding) stages that can really help your new candidate flourish — or they can run away screaming.
A must is the interview style and questioning. Do you have a plan for your interview? How do you show up as an employer? Do you have an interview structure and guidelines to follow yourself?
This is really important because it will ensure that you cover all the topics required, have a consistent and concise format, and that you really extract the most information that you can out of the candidate to know if they really are the right fit for your company. This process will also cover any job requirements or minimum standards of your organisation.
Once you have chosen your next awesome team member, it’s really important to get the induction process right from the get go. Be slow and concise with your induction. What are your core values? What is the vision for your company and culture? For example, what are the minimum performance standards, hours per week, uniform, office etiquette, and office policies and procedures?
Your induction process should take some time. Nurture new hires through the process and guide them on your culture, vision, and policies and procedures. This includes team introductions, office open and closing processes, uniforms, employment documents, and office policies and procedures.Read more on Team
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