Why New Employees Succeed or Fail

Written by technology on . Posted in Executive search consultant service, Hr executive, Job placement agency

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Many companies are looking for next executive. Many companies find the need to conduct an executive search, whether from internal candidates or external candidates. Sometimes it is because an executive decides to retire. Sometimes is because an executive needs to step down for conduct detrimental to the organization or just poor earnings.

Either way, the search is on.

New hires, in general, have a difficult time acclimating to a new company or business culture. New hires are expected to perform certain tasks that are communicated in the job interview and in the job posting. There are certain terms that are often used to describe said job applicant during the interview and after.

For instance, there is the “She is a hard worker.” Or “He is a good communicator.” Or “She feels like she is a team player.” Or “He has strong personable skills and the ability to connect with different people in the company and on the team.” There are many terms given to these candidates and the hope is that they will not struggle in their new position.

This is especially true of Millennial workers, who are known as part of the job hopping generation. Millennial workers change jobs and companies frequently, often leaving a company within a few months on the job in order to pursue job opportunities in other companies for personal reasons.

There are statistics surrounding this issue of job hiring and a company retaining employees. They include just how many times Millennial workers hop jobs and move from company to company. They include different things about employee recognition programs and manager praise for employers. They include other issues.

  • A recent survey by Robert Half showed that one-third (36%) of 1,400 executives surveyed felt the top factor leading to a failed hire, aside from performance issues, is a poor skills match. The second most common reason (30%) was unclear performance objectives.
  • McKinsey?s research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same.
  • 2.7 million workers voluntarily left their jobs at the end of June 2015, a 25% increase compared to two years ago.
  • 86% of companies with employee recognition programs cite an increase in worker happiness.
  • According to a 2016 Gallup poll, Millennials are the “Job Hopping Generation,” with 6 in 10 open to a new job at any given time, more than any other generation.
  • According to a Gallup poll, only 2 out of 10 workers believe their manager is doing a good job of encouraging them to do their best work.

There are many things that can change a company’s employee retention around. For new hires, there are several things that can help with a company being able to retain a new employee. There are different programs involved that can help, as well as different communication tactics.

New employees need to have a good skills match for the position they are being put in. If that position is a nurse, they need to be nurse who has skills needed for whichever department they are being put in. If they are a bartender, having the right skill set for that type of bar is helpful for retaining an employee.

New employees often benefit from a structured on-boarding process with clear objectives for that on-boarding. Companies that have unclear objectives for their new hires often suffer from lack of new employee retention. Unclear objectives can lead to a new hire being confused at their job, making them more likely to leave for another position.

Companies are also interested in looking for executive candidates. They can rely on executive search consultants and human resources consulting firms to help. Executive search consultants can help individuals to be able to find their executive quickly. Executive search consultants can screen individuals ahead of time before the interview.

Executive search consultants can enable people to win and win big with executives.

There are other terms involved with human resources departments and executive search firms. They are outplacement company, outplacement consulting, human resources executive recruiters, HR executive search firms, human resources staffing, outplacement consulting service, outplacement consulting companies, and more.

There are many reasons why a person will fail or succeed at a job opportunity. Much of that has do to with performance issues, but other issues come into play as well.

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