Reasons Your New Employee Will Fail

August 19th, 2016

After years in the business, experienced managers have had plenty of opportunities to watch promising candidates make the transition from hopeful applicant to full-fledged employee. And as these seasoned managers know, some applicants make the transition better than others. Even with the best screening techniques available, most candidates are still wild cards; once you bring them on board, their ability to thrive may be partially based on skill, but it may also be influenced by luck, cultural alignment, outside events, communication, and personal chemistry. Here are a few of the reasons why seemingly perfect candidates might struggle after they step in the door.

They misunderstood the job and its expectations.

Some candidates happily accept a position because they believe (and have been told) that the position will leverage their interests and skill sets. But sometimes this expectation just doesn’t pan out. Marketing pros, for example, may expect to spend their days analyzing customer data and planning product rollouts. But if the company is on the smaller side and the positon requires many hats, some of the hats may not fit. As a result, a marketing expert may have to spend her days engaged in sales, or clerical tasks, or leadership and administrative responsibilities that don’t suit her talents or career goals.

The onboarding process was a flop.

The first five days of a new position can make or break a candidate’s success. If things don’t go well, it can be hard to recover that lost footing. For example, if the candidate isn’t welcomed, supported, or trained properly, a sour first impression on both sides can leave a lasting impact.

The candidate overreached.

Some candidates have a natural talent for selling themselves, or convincingly demonstrating skills and abilities they don’t actually have. Usually this works out for both parties in the end; the overconfident candidate falls into deep water, but learns to swim quickly. On the other hand, this scenario can also lead to disaster. Underqualified candidates who can’t swim tend to sink, and they can take teams and projects down with them in a whirlpool of miscommunication and unrealistic expectations.

The candidate wasn’t provided with essential information.

Talented, highly skilled experts can still struggle if they aren’t provided with all the information and training the need. Before you let a “failed” hire walk out the door, make sure you’ve done everything you can to help them find their footing and gain the tools they need for success. Don’t give up on a seemingly excellent candidate for at least one year. Use that time to straighten out communication kinks and connect the candidate with appropriate resources and mentors.

For more on how to remove expensive errors and missteps from your hiring process, contact the Cleveland County staffing experts at PSU.

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Shy? You Can Still Make a Bold Impression

August 5th, 2016

If the thought of public speaking puts you into cold sweats and you’d rather do almost anything (anything at all) than be cross-examined and challenged by a stranger during a job interview, then the traditional job search process may be a long and winding road for you. But interviews are among our most entrenched cultural traditions, and they won’t disappear from the hiring process any time soon. Employers will always want to meet with candidates in person before they bring them on board, so the best you can do right now is make the most of the situation. Work around your social anxieties, or even better, use them to your advantage. Here are a few moves that can help shy candidates project confidence.

Own your shyness.

Instead of hiding or denying your anxiety, simply own it from it from the start. Explain that you’re a little shy and you intend to work around it. This might prevent confusion if you happen to give off mixed signals in an effort to hide your true feelings. Besides, most employers will completely understand that your anxiety has nothing to do with your competence on the job.

Work on one problem at a time.

If your shyness runs from head to toe and influences almost everything you do and say, focus on controlling just one aspect of your body language. Don’t try to tackle the entire project at once. You aren’t a professional actor, and completely faking your entire persona won’t get you anywhere. Try focusing on eye contact,
for example. Or work on maintaining a level voice.

Bring the conversation back to your areas of strength.

Shy people often feel a wave of confidence and interest when they’re talking about something that inspires them or lights up their passions. Do yourself a favor and push the conversation toward areas that will bring out the best in you. If you know a certain topic will help you shine, bring up the subject and let your inner light do the rest.

Ask questions.

People like to talk about themselves, even employers during a job interview. Asking polite, genuine questions can serve as a legitimate way to keep the spotlight from blinding you while still creating a meaningful dialogue that can help the two of you understand each other. Make sure your questions are serious and listen carefully to the answers.

Don’t worry.

If you’re already worried about landing the job, worrying about how worried you are won’t help you. Worrying about your shyness won’t help you either. Try to stay in the present and enjoy the moment (even if it seems impossible).
Don’t focus on the outcome; focus on the process.

For more on how to overcome shyness and let your competence and confidence shine through during your interview, contact the Charlotte job search experts at PSU.

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