tag:blogger.com,1999:blog-5558939360732260529.post2701591226406907931..comments2023-09-29T06:09:21.089-04:00Comments on Ask a Manager: addressing a new hire's known weaknessAsk a Managerhttp://www.blogger.com/profile/05281942480230532899noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-5558939360732260529.post-76833804247022047282009-05-17T12:03:00.000-04:002009-05-17T12:03:00.000-04:00I'd go with option #2: give feedback only if the h...I'd go with option #2: give feedback only if the hiring manager has concrete on-the-job examples. It seems premature to persecute before the employee has had a chance to prove himself. Furthermore, nothing dampens enthusiasm for a new job than a boss that is eager to point out a candidate's faults -- before he/she starts.<br /><br />- Lewis, AKA SeattleInterviewCoach.comSeattle Interview Coachhttp://www.seattleinterviewcoach.comnoreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-82233979592011878342009-05-12T22:00:00.000-04:002009-05-12T22:00:00.000-04:00Holy cows! I would be so devastated if I found thi...Holy cows! I would be so devastated if I found this information out after I had been hired. Even your enthusiasm and excitement to work with me would never make up for a blow like this. (Being hired, but even before day one, knowing I've got a list of "Areas that need improvement".) I would be demoralized and would start doubting my own ability to perform the job. (I'd probably start wondering why you even hired me if I was so defective.) Maybe I'm painting an extreme picture, but think about it from their perspective. <br /> Please, if you can, follow AAM's advice and mention it prior to offering the job, OR better yet, wait until you have on the job examples of things that need correcting. Perhaps they will self correct once they get the job and understand what the standards are at your company. <br /> You will know what to look for in their behaivor/performance, but have the kindness to wait until they are proving incompetence on the job first. Correct quickly, but kindly.<br /><br />By the way, have you heard of Marcus Buckingham and the Strengths Finder Assessment?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-29004550570144881892009-05-10T13:52:00.000-04:002009-05-10T13:52:00.000-04:00I would agree with AAM and probably discuss it eve...I would agree with AAM and probably discuss it even before the job offer was made. i.e. Joe, we are very interested in you for the job, but we do have one concern about your XX skills. We would be asking you to attend XYZ training early on in your career with us to address the concern.<br /><br />Typically a candidate will know already if they are missing a skill or requirement. I personally would be really pleased to be offered training to overcome some skill I was missing if it would qualify me for a job that I wanted.Just Another HR Ladyhttps://www.blogger.com/profile/10582169287862727600noreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-35687169002336363952009-05-09T16:00:00.000-04:002009-05-09T16:00:00.000-04:00As you mentioned nobody's perfect. Present the sit...As you mentioned nobody's perfect. Present the situation as more of a positive opportunity for the applicant to polish their skills and that's the way they will see it. <br /><br />I, for one, would appreciate to know upfront what I should concentrate on instead of letting it slide until later. Continuous informal feedback would be preferred to a one time formal review.Karen E. Brennanhttps://www.blogger.com/profile/16782482766598046553noreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-45814054058455362132009-05-09T07:31:00.000-04:002009-05-09T07:31:00.000-04:00We would always have a probationary period for new...We would always have a probationary period for new starters. A three month period where we provide extra support, one to ones etc. but also can call it quits at the end in the rare case where things aren't working.<br /><br />Critically during this period we would also set objectives so that the new hire knows exactly what our expectations are and also gets a sense of focus, direction and alignment with the company goals.<br /><br />In my opinion this would be a good time to discuss the feedback and build it into an objective. A "what we didn't see in the selection process was xxx (i.e. a real focus on accuracy in written communication) and so during the next few weeks we'd like you to demonstrate this in your work". You can then pick up on any issues during the first few months and provide support, guidance etc.<br /><br />This would normally take place in the first week, but certainly not the first day.HRDhttps://www.blogger.com/profile/11380051386252077097noreply@blogger.com