Employee turnover taxes your time, your budget and puts strain on your seasoned staff. You know the routine. You take a deep breath and get on the hamster wheel. You post the positions, advertise the vacancies, process applications, conduct interviews, eliminate unqualified candidates and finally you hire four people. Then you go through the arduous task of technical training, hoping your seasoned staff will be patient and helpful. After six months, you’re lucky if one remains.
As a director in public safety communications I have dealt with these issues, I realized that part of the reason people quit is because they don’t understand the demands and expectations of the position they are applying for. They become disillusioned by the stressors and requirements of the job.
I have discovered an onboarding process that helps you eliminate the hamster wheel, allowing them a “trial run” and saves you time, resources and is budget friendly.
1. Observation
2. Skills Testing
3. Behavioral Evaluation
4. Certification
Observation
Interested applicants are invited to observe our operations and must observe for a total of 24 hours or more. During this period they learn about the culture and the expectations of the job.We have them sign wavers of confidentially and to ensure agreement that this is a non-paid opportunity.
Skills Testing
While on observation we test them on their typing and communication skills. The trainer also looks for qualities such as the ability to multi-task, listen, and manage stress.
Behavioral Evaluation
We look for qualities that indicate good work performance. Do they show up on time? Do they keep their commitments? Can they follow instructions, and can they take feedback without becoming defensive? How is their language? If they show up late, there is no second chance. If they get hostile we know they won’t be able to handle the stress. This is an easy way to save time and money by eliminating unqualified candidates.
Certification
We host a certification course that generally costs the individual, however, if you sponsor the individual the state reimburses the college for the certification course.This removes the barrier for candidates who are interested but would not be able to afford the course out of pocket. After completion of the required training hours and passing of the state exam, you now have a pool of qualified applicants.
Conclusion: If you want to eliminate the wasted time and wasted budget, this four-step effort saves you time, improves your budget and gives you a better pool of applicants who are motivated enough to fit in with your seasoned staff because they know what they signed up for.
Heather Joyner is a veteran Communications Director for the Halifax County E911 Communications Center, National Speaker, Executive Educator, and Certified Trainer of the Stop Workplace Drama™ methodology, based on the work of author, consultant, Marlene Chism. Heather has a degree in Criminal Justice and a strong desire to see others succeed.