Training an employee for management can be difficult, especially if they have no previous management experience; however, growing entry-level hires into bigger roles will allow you to keep your turnover rates down and stay profitable at the same time. It takes valuable resources and considerable effort to train someone for a management position, so it’s important to do it right the first time. This means choosing the perfect candidate for the job at hand and looking for management qualities in them from the very beginning.
Of course, attracting the right candidate means you’ll need to write out a stellar job description. Knowing how to get the right people to apply for the job will save you time and money down the road and will ensure that you’re able to populate your business with only the best employees.
Read on to find out more about how to hire the right people for the job and grow them into management material.
Write out what you want
Before you begin searching for an employee, write down everything you want in a new hire. Do they need to have so much experience in the field? How valuable are soft skills--such as knowing how to handle customers professionally and speak well over the phone--for this job? Are you open to hiring someone a little older? Can you hire interns to do some of the work then grow them into full-time positions once their skills and commitment to your organization is assessed? Think hard about the kind of employee you want to attract.
Next, start writing out a well-worded, eye-catching ad that details the job description as well as what your company can do for the employee. Studies have shown that these types of ads--rather than the ones that only contain what demands the employer has of an applicant--fare much better and attract a higher quality applicant.
For more tips on what to think about--and look for--when it comes to a new hire, check out Homeadvisor.com for a helpful list.
Brush up on your interview skills
That’s right; you may have a leg up in the interview because you’re the employer, but you still need to have the right skills here. That means asking the right questions and being prepared to answer some of your own. It also means being able to suss out whether an applicant really wants this job or if they are just looking for a paycheck. While there’s nothing wrong with being interested in making money, good management material will always have a true interest in the job itself.
The right applicant will also be dressed professionally and know how to speak well during the interview. Look closely at those who show up a little early, as these people are usually go-getters.
Be a mentor
Once you’ve found the right employee for the job, treat him or her like a student from the very first day. Becoming more of a mentor than a typical boss will help your new hire see the potential in this job and strive to do better. Training can be tedious even when the employee is a fast-learner, in part because you have your own job to do, but knowing it’s being done right will give you peace of mind when you’re ready to promote them.
Training also adds value to your employees, especially if there is an issue with a skills-gap in your area. Teaching an employee how to grow their job into a management position gives them a self-confidence boost and adds to the feeling that they are a part of something, which will automatically make them want to do well.
Finding the right employee may take some time, so try to be patient. It’s worth it in the long run to make sure you have the right hire even if it means you’re a bit short-handed for a little while, rather than taking someone on simply to fill a spot.