Questions HR Should Ask Themselves Before Asking New Employees

New Employee Requirements Work Both Ways

One of the biggest HR complaints is that they are not able to find “good” employees. And by “good” they mean the initiative self-motivated critical thinkers who can “take the company to the next level”, of course. So that all parties involved work happily ever after. In this fairy tale context it is easy to forget that new employee success depends on both: the employees and the company. And every new employee requirement calls for corresponding initiatives from the company side. Below are some questions HR should ask themselves before hiring new employees with critical thinking skills, who are also initiative and self-motivated.

About Critical Thinking

Critical thinking is among the top keywords in new employee job adverts. No one wants those “sheep” in the workplace, right? So, why is it then that too often than necessary companies hire new employees with the critical thinking skills that do not deliver? Tricky question? Not at all! The solution to the problem is simple. Before hiring people with critical thinking skills the question the HR should be asking themselves is this: Are WE internally prepared to have someone question our ways of doing things in the workplace? And by “prepared” we mean both: the processes and the "old" employees. If the HR department thinks that the company needs critically thinking people, that does not mean that heads of departments think so. And, even if other employees agree with the fact that critical thinking is a great asset in the workplace, that does not by itself mean that they are ready to be challenged. Especially by the new hires. So, before doing all those departments a favor of hiring someone who is a critical thinker, it is always a good idea to discuss the need with the current employees. Are heads of departments prepared to have someone bringing in new ways of doing things? Do they have a plan for those types of ideas to be tested? And what do the rest of the department employees think about that? If it sounds like a long shot, think of replacing those new employees with other critical thinkers all over again.

About Initiative

It’s true that initiative employees push the company forward. And thus it makes perfect sense to look for initiative employees. However, sometimes new employee initiatives can be taken personally by the “old” employees. And are thus continuously dismissed without proper assessment. Sooner rather than later, if the new initiative employees are treated this way, they stop being initiative. The question the HR should be asking themselves before looking for the initiative new employees is this: Do WE have systems and processes in place to act on random ideas? If you want your employees to show initiative, you have to make sure that you have a clear “road map” to assess and test those ideas. It has to be clear, in what form you expect them, and how you will provide feedback to the initiative employees. If you don’t have systems and processes for new initiative implementation in place, it is rather useless to look for initiative employees, as they will grow frustrated and unhappy in the workplace in no time.

About Motivation

Self-motivated employees are very much sought-after. No wonder! They save time and money on motivational activities in the workplace. But, in order to make a workplace relationship with a self-motivated employee work, the HR have to understand what self-motivation means. And here’s the answer to that question: self means individual. So, the question the HR should be asking themselves before hiring self-motivated employees is this: Can WE offer flexible bonuses to sustain employee self-motivation? If not, it is a much better idea to simply list the benefits that you do offer, and find the perfect match to them rather than look for self-motivated employees.

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