If you've ever had to hire a new employee, you know how much stress is involved. You advertise for a new or vacant position, sort through the resumes, bring in the best for interviews and then decide. But your stress and expenses have only begun at that point. After you've hired a great prospect, they must be trained and focused on exactly what you need them to do for your company. Only then can you begin to see a return on your investment. We know this time is difficult, so we've developed a guide to help you through the new-hire process:
- Find out how they dealt with a difficult situation on the job. Did they reach out to use teamwork to overcome the problem? Did they put in extra time to make it happen? Or are they blaming someone else? Behavior patterns tend to come along with new employees, so keep their answer in mind when choosing the right one.
- Ask them about their best times at work. Many people expect questions about difficult times, but they don't have a pre-fabricated spin on the good times. Did they get excited about a raise? Did they enjoy moving up through the ranks? This question helps you figure out the candidate's priorities and how they'll behave to excel at your company.
As our world and culture changes with the addition of technological advancements, new concepts in social interaction and acceptable cultural norms, there's a large gap that has been formed between the Baby Boomer generation, typically consisting of the 20 years following WWII, and the Millennial generation, typically counted as the 20 years from 1985 to 2004. As we're hitting the point where Baby Boomers are in management positions hiring relatively new-to-employment Millennials, this gap is becoming more and more apparent, with the gaps in technological knowledge, workplace values and approach to projects often leading to tension and strife between these two groups. Here are some things you should know if you're managing Millennials in the work place.