The Top 2 Tips on What to Look for When Hiring an Employee Long- Term


Let’s say you are an employer looking on hiring an employee to cover the reception desk of your Medical Data Entry Company. You realize hiring is difficult. Your free job posting is not getting much attention, and the talent is not what you expected.

So, you decide hiring on Elite Jobs is the best outlet to find you the right candidates for your business. The Team presents you with 5 great potential candidates. You agree to meet for an in person interview. After the in person interviews, there were 3 promising potential employees. You decide to hire a candidate that you think will be the best addition to your Medical Data Entry Company. She took medical data entry courses, is experienced and very computer literate. In addition, she has great customer service skills!

Looking for this type of employee? Contact the Elite Jobs Team here

It’s fantastic that you found an initial fit for your Medical Data Entry Company. However you still have to observe how the new employee performs, post hiring. Certainly, the probationary period is the time to recognize if this worker is the right worker for your business.

Top 2 Tips when Hiring an Employee

The top 2 tips discussed within this article are Employee Performance Evaluation and Measure Employee Engagement. These tips will help you evaluate whether the new employee is the best fit for your company. You will also be able to observe this prior to their probationary period. Although there are other methods, these prove successful results. We want to ensure that after the probationary period is over, you remain satisfied with your new employee.

Evaluate Employee Performance

Hiring an employee? Glasses and Pen on Employee Performance Evaluation Sheets.
Make sure all observations are written on a sheet that tracks employee performance. Write down your observations as soon as they occur in order to develop an accurate report. This will help you pinpoint specific areas of improvement, progress and excellence. An Employee Performance Evaluation sheet is also a great point of reference.
Please note: refrain from making any unprofessional notes regarding the new employees performance. Employees may request a copy of the Employee Performance Evaluation sheet at any time.

FREE Employee Evaluation Forms and Other Templates!

Firstly, evaluating an employee’s performance is important. This is because it allows you to view a summary of how the new employee performs. Observing how your new employee reacts to training is the first evaluation that you must pay attention to.

During Training Period

You feel as if your employee training tools are strong. Therefore your programs are appropriate training program for employees. Partner your new employee with a long- term staff member. Assign this staff member as a trainer. Be sure to select a staff member who is a good role model for the company, as well as the new worker. Provide the trainer and the new employee with a hire package for new employees. Provide the trainer with a new hire checklist. Similarly, provide the new employee with a new employee on-boarding survey. Allow the new employee to shadow the staff member for as long as necessary. Once the new employee is ready, allow them to perform the job duties independently. The trainer must shadow the employee attentively at all times.

End of Training Period

At the end of the training, meet with both the new employee and trainer individually. During this time, listen to their feedback. Ask the trainer to submit their new hire checklist. Allow the trainer to provide their feedback; discussing the new employee’s strengths and weaknesses. Furthermore, assess whether the new employee is ready to work independently.

Similarly, Ask the new employee to submit their new employee on-boarding survey. Discuss how they felt about the training program. Specifically, ask them how the felt about the training material and shadowing experience. Evaluate together if the new employee is ready to perform the job on their own. Lastly, answer any outstanding questions or provide clarification.

If the new employee is not ready for working on the job without assistance, simply target improvement areas. This is done by providing specific training.

Prior to 90 Day Probationary Period

So, your new staff member is ready to cover the reception desk of your Medical Data Entry Company. That’s great However continue to check in. Consistently measure their comfort-ability and performance on the job.

Before the probationary period ends, ask the new worker to fill out a new employee feedback form. This will allow you to assess how the employee feels after working on the job for 90 days. Have a brief conversation with them. Specifically, ask them what they enjoy about the job. In contrast, ask them what they think they need improvement on. Be sure to answer all questions. Of course, provide additional training where necessary.

In conclusion, The Employee Performance Evaluation is one of the best methods of which will assist you in deciding whether you see this employee growing with your company long term.

Hiring an Employee Training Note

The training that is provided by the company influences your new employee’s performance on the job. Therefore, ensure you have selected the appropriate company training program for employees. For instance, create computer based training, use an online training software or modules. In addition, provide one on one job coaching and job shadowing.

Also, all employees learn differently. Some are visual, auditory, or kinesthetic learners. Some are also a mix. Introducing different styles of learning provides the new employee to learn to their maximum potential. Be sure to mix it up!

Learn about the different learning styles here!

Measure Employee Engagement

Hiring an Employee? Group of multicultural individuals high fiving one another

Secondly, it is important to measure employee engagement. This is because it is a motivation indicator. You may make initial observations to see how motivated your new worker is. Observe their punctuality, performance output, and willingness to learn new tasks.

Furthermore, you need to assess whether the new worker will continue to be engaged. Determine how motivated the new worker will remain after the probationary period. You need to gather an idea of how the new worker really feels about your company. Remember, it is unlikely that a new worker will disclose how they feel. This is usually due to job security. Therefore, this can only be discovered through careful observation.

Observe the New Employee

Determine how your new worker really feels about your company. This will be done by observing behaviors. Behaviors such as how the new worker engages with their co-workers. Observe how involved the new worker is during company events. Analyze how willing they are to go above company standards. Are they able to adapt to their new work environment? Are they eager to continuously learn? Moreover, do they express pride working at the Company? The key is to really pay attention to their behavior and communication patterns.

Observe the new employee’s willingness and involvement. It is a positive indicator if the employee goes above the company standards. For example, they enjoy volunteering for company functions and events. How adaptable are they to their new work environment? How eager are they to continuously learn? Do they express that they enjoy working at the Company? The key is to really pay attention to their behavior and communication patterns.

The best scenario is that your new employee finds common ground with the other coworkers. Because they share things in common, they begin to rely on each other. This turns into professional friendships where they maximize their resources. This indicates that the new employee is being assimilated into the work culture and environment.

When Observing the New Employee, Ask Yourself:

  1. How often does the new staff member volunteer for company events?
  2. Does the new staff member show interest in company events?
  3. Is the new staff member getting along with their coworkers?

If any staff member has a strong connection with the work culture, the more likely they are to stay long- term. Their professional connection becomes an emotional one. Therefore, employees are more likely to stay if an additional incentive is offered.

Picture This:

You are currently happy with where you are working now. Your salary is above an average pay grade, and that includes benefits. Most importantly, you enjoy having beers with your coworkers every Friday night. A competing business offers you a very appealing compensation package.

Ask Yourself This:

Are you willing to leave your current employer for the competitor?

If you have developed a connection with your work environment, you are more likely to have open discussions with their manager. This includes sensitive topics such as salary. A satisfied worker is hesitant to leave as they are comfortable in their position. Therefore, they trust that management values that their skill set enough to retain them. You want your employees to trust you to that level of commitment. This will allow you to monitor (accurately) the level of employee satisfaction. Moreover, this will assist you in developing a successful employee retention plan. Allowing your company to consistently employ long term workers will save you costs long term. Saving you costs gives you the ability to place those savings back into your current employees. This may be offered as bonuses, team building events and promotions.

Employees are usually anxious when it comes to change in work environments. The competitive compensation package is appealing for an employee. On the other hand, no one really wants to go through the anxiety of meeting new co-workers. You begin to think “what if I don’t like my new workplace?”. Therefore, companies that offer some levels of financial and emotional support prevent current employees from leaving.

Conclusion to Hiring

In conclusion, Evaluate Employee Performance and Measure Employee Engagement are the 2 tips to look for when hiring a new worker. They are crucial predictors of long term employment. This will help employers gain promising insights on their new employee. This must be done to determine whether they are a fit for your company on a long-term scale. Therefore, take the time within the probationary period to observe the new employee. Provide the new worker with all the resources and training material to succeed on the job. In addition, allow the employee to ask questions. It is also important to introduce the new employee to their coworkers. Encourage them to participate in company events and activities to make them feel more welcome at work.

Remember, the new employee is also making mental notes. Specifically, on the company’s on-boarding practices. New Employees also make note of how they are introduced at work. Make it a priority that everyone gets to know the new employee. Take them on a tour of the whole building. In addition, make mention if your company offers free coffee or snacks for employees. Make them feel comfortable enough to independently walk around the building. Businesses in today’s workforce must remain competitive. When hiring a new staff member, there must be more offered than a salary. Therefore, the worker must be ingrained into the company’s culture. This will promote long-term growth and development when hiring a new worker.

Are you looking to hire? What do you look for when deciding to keep an worker on long-term? Leave a comment!

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