How a Talented Scientist Made Better Hiring Decisions: A Five-Step Plan for Successful Onboarding

Nathan was a brilliant scientist and team leader but struggled with hiring the right people. He had made some poor choices in the past, leading to terminating employees after only a few months on the job. It wasn't because of qualifications or experience, and at times, it didn't have to do with their performance. After several recent unsuccessful hires, Nathan decided it was time to take a new approach to selecting and onboarding new hires.To ensure the success of the team, Nathan outlined five specific actions that he would take to make better hiring decisions. Nathan worked diligently to place these practices in motion.First, Nathan took a comprehensive look into each applicant's background before considering them for the position. He reviewed their resumes in detail and discussed references with potential candidates. This allowed him to understand the person's past experiences better and judge whether they were the right fit for the position. He asked thoughtful questions and encouraged candidates to discuss their values and beliefs. He felt this was a crucial step in determining whether an individual would be able to work well within the team dynamic and fit in with the company's culture.Second, Nathan conducted more thorough interviews with potential candidates than in the past. He asked questions about their qualifications, experience, past challenges, and successes to get a more accurate idea of how well they could handle the position. In addition, Nathan provided clear job descriptions beforehand, so applicants knew what was expected of them if hired. This helped him distinguish those who weren't genuinely passionate about the position or didn't have the necessary qualifications from those who did. Nathan also conducted follow-up interviews after his initial meeting with each applicant to better understand how well they would fit into the company culture and existing team dynamics.Third, Nathan created a checklist of criteria that each potential candidate had to meet before being considered for hire. This list included strong leadership skills, excellent interpersonal skills, and prior success in similar roles or positions. Nathan's checklist of criteria for potential hires was comprehensive, ensuring only the most suitable candidates would be considered.Fourth, Nathan put together an onboarding program for new hires to receive detailed training on processes and protocols at his company and advice on adapting quickly to their new role and responsibilities. This was to give them a good start at his company and help them transition smoothly into their new position. Nathan worked hard to ensure that all new employees had the necessary support to help them become successful in their roles.Lastly, Nathan implemented regular check-ins with every employee during their first few months at his company so he could monitor their progress and offer feedback or guidance whenever necessary. This was important because it allowed him to track how successful they were becoming within his organization while providing support throughout that process so they felt valued by him as an employer.Nathan's approach to hiring and onboarding was not only successful, but it also showed that he cared about his team members. His five-step plan for selecting new hires and onboarding them into the organization demonstrated Nathan's commitment to creating a culture of trust and respect within his company. By taking an in-depth look at each potential employee's background, conducting more thorough interviews, setting criteria for hirees to meet, providing comprehensive training during onboarding, and offering regular check-ins throughout their first few months on the job, Nathan set himself up for success when it came to recruiting top talent. This is an excellent example of how important it is for employers to be proactive when taking on new employees if they want them to stay with their organization's long term.