First job: the challenge of integrating inexperienced professionals into the team

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The first professional experience
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Why hire someone inexperienced?

A manager has a vacancy to fill, knows that each person in your team generates value to the company. Some generate a higher value, some less, but he knows what average is acceptable. For cost reasons, professionals who seek their first experience, who accept lower salaries are often sought; sometimes this happens due to the corporate culture, they prefer someone who does not bring the so-called addictions to places they have passed; and start the selective process. The leader has one objective: to recompose the team and, within an estimated time, to get the newcomer to the team also start to generate value!

During the selection process, the ideal is for the manager to have the opportunity to interview some candidates, after previous HR selection. He will give the final word in this choice, since that person will join your group. Many companies still do not do this. They simply present their new employee to the manager after they have completed their admission and hope that everything will work out.

The importance of the manager in hiring

After this phase, of choice of candidate, he finally starts in the company: now what? For that is where the challenge really begins, and, incredible as it may seem, not only for the young beginner, but also for the team that will receive him and his leader. A good manager should spend some time thinking about the best way to enrich the professional. Define who should accompany you in the first days, especially if the company is small and does not have a structure for a unique period and place to training. Standards should be presented and clear from the outset. It seems obvious, but often is not what happens. This could lead to wear and tear that could easily be avoided.

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Those who have more experience in this relationship, in this case, the company and the manager, should be prepared to deal with initial insecurities, questions, excess of self-confidence and daring that may be out of time and have to be circumvented, patience, commitment and balance.

In some cases, we realize that after hiring, the young professional is allocated to a sector, has a brief orientation on what to develop and is practically left unattended. If the manager's routine is very troublesome and he does not spend some time in the observation of this young man, surely this will be noticed in the reworking of some tasks performed by him in the possibly larger time that he will start to generate value or, in the worst hypotheses, lack of training, reception and follow-up will generate frustration and possibly its disconnection and consequently the reopening of the selection process.

Take time to know who just hired

Who is the young person who seeks his first professional experience? He may be someone with low schooling, but compatible with the position offered; with little education - in the ambit of civility / cordiality; interested in learning; very technological; resistant and little disciplined; creative; etc.

This young man has no references from other companies to be consulted, he is a blank canvas of professional life, which does not mean that he is a blank canvas in the interpersonal relationship, in his group vision, in his ethics and values, his preferences and customs. Although the interview is well done and other dynamics in the selection process can give elements favorable to their recruitment, these characteristics and attributes will present themselves over time as the situations arise in the daily life of the team. For all this, the first job is a challenge for both; contractor and contractor and its effectiveness will be greater as the dedication and attention in the initial phase is greater. If you are a manager and do not yet have a coach profile, remember that it is never too late to develop it.

Go ahead.

Good Luck!

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