Guest Post by Kelly Barcelos
It is an achievement to hire the right person through the proper recruiting techniques. But you can only take a short breather till the time you’ve successfully done the onboarding of your beginner team member. It is essential to know what NOT to do to provide suitable training and launching pad.
We compiled a list of 7 common talent management mistakes that trainers and HR professionals make while training new staff members. Go through it and make sure to avoid these blunders:
- Not Communicating Properly With Remotely Joining Employees
Due to Covid-19, the number of employees working from home is increasing in every organization. You need to understand if someone is joining remotely, you lack the welcoming gesture of smiling, handshaking, introducing them to everyone. Hence it is vital to do video chat and phone calls at regular intervals to make them feel welcome and comfortable.
2. Not Asking Questions & Not Taking Feedback
It’s not enough to provide orientation and training. You need to check in on them at regular intervals. Are they learning and growing? You can do a one on one meet or distribute a survey/feedback form. Everything is fine unless you are keeping in touch and listening to their concern. You can do it every month for their first 3 to 6 months.
3. Not Having an Onboarding Checklist
No matter how perfect your training program is, you will be lost without a checklist in place. We all are humans with limited memory power. We can easily forget to follow all the necessary procedures of training and orientation of the new employee. So keep an onboarding checklist and make some people accountable to follow and tick each orientation step.
4. Not Making Efforts to Comprehend
One of the most common Talent management mistakes is not recognizing the trainee’s potential and interest level. Some people take more time to understand, and some have excellent grasping power. Try to make your L&D more employee-friendly. You can keep multiple types of training manuals for different kinds of personalities.
5. Not Setting Objectives
Imagine the trainer is constantly training about a topic without emphasizing its importance. The new employee will naturally doze off. Every slide and chapter should be introduced with the clear desired outcome. If you tell them how and why this training is vital for them, they will give it due attention.
6. Not Upgrading Your Training & Orientation Material
You put in hard work through recruiting techniques to hire intelligent individuals. Why would you bring in outdated study material in front of them? They will know whatever non-relevant information you will present in front of them. Thus, they will lose interest in training. So invest your time and resources in constantly upgrading your study material.
7. Not Creating a Mix of Outside & Inside Expertise
It’s an excellent initiative to outsource some training sessions to experts. But you can’t only rely on them. You need an insider expert person to do the proper onboarding of the new employee. Only an experienced person from your team can explain your organization’s context, goal, and working style.
These talent management mistakes will adversely impact the foundation of your team members. It will take you a lot of time and energy to correct it in the future. Therefore it is wise to avoid these talent management mistakes from the beginning.
Kelly Barcelos is a progressive digital marketing manager for Jobsoid – Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enable her to create value-driven content for her readers – both on Jobsoid’s blog and other guest blogs where she publishes content regularly.