Train your managers to be involved with their reports without micromanaging.
One of the most important aspects of running a successful business is operational efficiency, and that extends through every level of a company’s infrastructure, from the way the computer network is maintained to the system of management used to organize employees. But there’s one area that has, in recent years, grown in importance, and that is hiring. After all, the hiring process is an extremely critical component of a workplace that can potentially affect every level of a company. When there’s an absence in an important position, work suffers. When a new person is hired, resources must be diverted for orientation or training, if it’s required. And if an employee resigns or is dismissed, this creates another hole that makes work challenging for everyone.
This is why now, more than ever, hiring the right person is an incredibly important aspect of management. And therefore, pre-employment drug testing can play a vital role in making sure that not only does the right person get the job, but no time, money or other resources are wasted on the wrong people holding onto the job for some critical period, only to create more problems with their inevitable dismissal. Often when hiring a liability, you end up owning that liability.
A person’s private life is their own affair, there’s no argument about that. However, when private activities begin to interfere with professional obligations, then it becomes a problem not just for the individual but for the organization that individual is affiliated with. Pre-employment drug testing is one of the best ways to keep problems from even occurring in the first place, and is an effective, front-line defensive and preventive measure to ensure that a working, efficient, established system in a workplace continues to operate that way without disruption.
An established, scrupulously applied pre-employment drug testing program can help a company hire the right candidate for that job!
To set up your pre-employment drug testing program call Lynn at 603-974-1030 or email [email protected].
Southern New Hampshire,
LLC, 24 Stickney Terr Unit 5,
Hampton, NH 03842
How much time do you invest in onboarding new employees? Is it the same amount of time you spend trying to find the right person?
Businesses often devote a significant amount of time looking for the perfect person to join their team. However, when the person arrives on day one, the onboarding process may not be impressive and the new employee’s immediate assessment of the company can be tarnished. Having onboarding practices and being prepared for the entrance of a new team member are important in reaffirming the reason the candidate chose to work for the company.
Onboarding a new employee should be a day of welcoming the person to the organization, introducing him to his co-workers, showing him his work space, completing new-hire paperwork, reviewing the employee handbook to become familiar with the expectations of the company, and providing the necessary training so he can perform the job.
Make your new employee feel that the company is happy to have him on board. If you or the hiring manager doesn’t have the time to spend with this individual on his first day, assign a mentor to your new employee. The mentor should be someone that this individual will work with going forward and will be able to ask questions of.