HIRING POST-PANDEMIC
In our July 2021 newsletter we addressed ‘when is the right time to hire’. As a follow up that this letter discusses the ability to determine the revised staffing needs and how to proceed after to the pandemic hiatus.
Analysis
The ultimate need for any additional staffing, remains a very specific consideration for each business.
One does not want to add overhead unnecessary considering how your business fared during the pandemic, but in the same vein, one needs to be able to respond client demands.
An analysis of past client activity will help. Contact clients who were active prior to the pandemic. Ask them what and when their needs might be. Note whether they might be overly optimistic or negative; not an easy evaluation but an essential evaluation that you must make.
If there is a strong suggestion that additional staffing is required, begin to quickly determine how you will proceed.
Additional Staffing
The most obvious choice would involve rehiring previous staff. Before you choose to do so however, think about any doubts you may have with that previous employee. You may not be required to rehire anyone unless you committed to do so earlier but definitely check the government of Canada and Ontario employment act or call an employment lawyer
If you are hiring new, consider the experience and skills you will want and evaluate how you might proceed. This is an opportunity to evaluate what worked for you before and what you want in an employee now. Consider mistakes in hiring before. As you do so, always determine if the individual will bring the needed personality in addition to the needed job skills.
Before Making an Offer
Do NOT proceed with a job offer before you check references. We, at ASE, are often reminded that once hired, it is very difficult to make a change.
Also, ensure that having completed the very important reference checks, Then make sure that you have a firm and specific discussion with the potential employee about [a] your expectations, [b] the conditions of employment and [c] a probationary period.
Communications
Once you have hired someone, your job is not done. After the initial period, you should have regular job evaluations on how the individual is doing, raise any concerns, and agree to continue to discuss their progress.
Once the new employee is near the end of the probationary period, and you are positive about their continuing involvement, set out the timing of future reviews with him/her.
When you meet the new employee for the permanent hiring meeting, make no promises at this point such as increases in responsibility, compensation, etc. Do note that you will discuss your intentions to do so at a reasonable future date.
Last relax, but continue to recognize that this is your business and you must always be on top of how it is being done. Jim Wilson ASE
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