Here's a great post from a new entrant into the world of talent blogging, Jeremy Votaw. Here's an excerpt:
Post hire interviews typically take place as soon as possible after a person is hired. I have conducted these interviews as quickly as the first day a person starts. These prove not to be as effective as interviews held later in the first week of employment.
The point of these interviews is two-fold:
1) To welcome the new hire into your organization and confirm to them that you want them to be there. You want them to feel comfortable, you want to make sure they get all the tools they need to perform there job and also let them know that you are an ally to them. This is contrary to the management style of fear and intimidation - but that style should be completely obsoleted soon anyways.
2) The best source of locating additional talent is through your current workforce. Designers typically know other designers. Accountants know other accountants etc… Most don’t think about referring another person. It is counter-intuitive from an employees perspective to give their employer the name of somebody else that can do their job. You must work to resolve this barrier - as you need talent - and they have the names you are looking for.
It's great to see someone entering the fray from outside of the walls of recruiting and HR to try to "bridge the gap between employers and employees," someone who's built businesses and is coming at this from a fresh perspective. Here's how Jeremy describes himself:
Who am I? I guess it depends on who you ask. If you ask people in new media, you will hear that I am a new media designer, I have won tons of awards from Macromedia, Adobe, AIGA (San Diego and LA) and 15 DevAwards.
If you ask people in the business world, you will hear that I have built and sold two web development companies. I work for fun and the love of building things.
If you ask people in the HR world, I am the person that brings employers and employees together. I am anti-union and pro free-market economies and free-market workforces. My unique situation of having hired many people, as well as working in corporate America allows me to connect the myths and facts about personnel and the employment process.
If you want to understand a hiring manager's and entrepreneur's view the world of talent, Jeremy is definitely someone to keep on your radar.
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