We’re all familiar with the hiring interview, the one that convinces us to hire Fred. His résumé and test scores were great, his previous employers spoke highly of him and the interview went exceptionally well.
After Fred’s been with you for six months, you realize he’s everything you thought he’d be when you first hired him. He not only performs at a very high level, he gets things done ahead of time and inspires the staff around him. You breath a huge sigh of relief knowing that Fred is a fabulous fit for your company.
Now it’s time for another interview. Let’s simply call this the “We’d Like to Keep You Here” interview.
You might have this three months after you’ve hired Fred or nine months in. When you conduct this interview is up to you. But, I’d recommend doing this before you sense Fred might be looking elsewhere.
You want to find out where Fred is at in relation to his job, his coworkers and the company itself.
Of course you may not want to start this interview off by telling Fred the name we coined here for the interview.
And maybe you find out what you need to know without conducting a formal interview. You could take Fred out to lunch and in that informal environment find out what you need to know.
So, what do you need to know? Here are a few items to cover:
What do you enjoy about working with us?
What do you find challenging?
What do you like the least about your job?
Are there any co-workers you are having difficulty with?
What would you like to see improved or changed here?
Are you thinking about going elsewhere and if so, I’m prepared to quadruple your pay right now!
Well, scratch that last one.
Here’s the thing. Some of us have great staff that just hang in there with us forever and a year. And sometimes a gem of an employee has an itch to move on.
If Fred has that itch, you may not be able to do anything to keep him with you, but if you’re pro-active, you just may.
The questions above are a starting point in this. You want Fred to know you appreciate him and you appreciate his input. Not just on the day-to-day things, but also for the long view.
Sometimes it can be little, irritating things that cause our Fred to move on. And Fred may consider it unprofessional to make these things known.
Or maybe Fred has an idea that he thinks would be incredible for the company but doesn’t want to be presumptuous and keeps it to himself.
But you’re going to be pro-active, right? You’re going to find out what’s on Fred’s mind: good, bad and indifferent. And with that information, you’ll figure out what to do.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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