With the support of your specialist recruitment agency, you’ve found the talented candidate that’s going to deliver growth and profit to your business. However, it’s important to remember that the work doesn’t stop here.
Making the most of your talented tech recruit means putting a plan in place that will guide them through their professional development in your organisation.
A good employee development plan retains crucial staff members by showing them that there’s a future available in your business. At the same time, as skillsets expand within your team, you’ll find that you have more useful resources to tap into when you want to enhance and innovate in your chosen industry.
Of course, a great plan isn’t written on a whim. The following steps will help you to create a strategic schedule for hiring success.
1: Consider Your Corporate Goals
Before you start setting targets for your new recruits, you’ll need to align your staff development plan with the ambitions you have for your company overall. Think about what you want to accomplish in your organisation, both in the long-term, and the short term. This will make it easier to pinpoint any critical competencies that your hires will need to support your objectives.
For instance, if you’re planning to drive more effort into marketing automation, you’ll need leaders who can effectively access the software and resources available that can streamline your strategy.
Remember, developing the talents of existing staff members can be more time and cost-effective way to prepare for the future, compared to the complexities of recruiting and onboarding outsiders.
2: Evaluate Employee Needs
An understanding of your business missions will give you a list of abilities you’ll need to cultivate in your organisation. However, just because you need a few Salesforce administration experts in your group, doesn’t mean that everyone in your enterprise will require the same training.
Instead of lumping everyone together in the same space, consider the needs of your experts as individuals. While some may need help with soft skills, others will require a focused education in software and services.
Some of your recruits will have a professional path in mind from the moment they join your venture. However, even the most focused IT experts don’t always know how to get started.
3: Speak to your Team
Since the needs of every person in your company are likely to be different, don’t just assume you know each staff members’ career aspirations and skill levels. Instead, set up interviews with each candidate to get a better understanding of what they want to accomplish with your organisation.
Remember, development plans require buy-in from your professionals, so make sure that your employees are prepared to invest in their own futures. Consider the following:
- What skills do they need to perform best in their role?
- Which resources would support them to perform better, or achieve better results for the brand?
- Are there any tasks they struggle with?
- What are their personal goals, and how do they align with business targets?
- What actions have they taken to progress their own career?
Speaking to your people will help you to plan a strategy where everyone works together towards a brighter future.
4: Develop an Action Plan
Evaluating your business and interviewing your team will have given you a direction for your development process. Now, all you need to do is figure out how you’re going to get from point “A” to point “B”.
Importantly, there are plenty of options available that go beyond standard one-on-one training or teaching courses. Depending on the needs of your hires, and the demographic you want to appeal to, you can invest in everything from mentoring to in-house visits from instructors.
Once you have a few details in mind, develop a schedule that helps employees to see where they’re headed next on their journey within your company. Remember, you’ll also need to address issues like whether your staff will need time off to complete their training.
5: Monitor Your Progress
Incredible business growth often starts with a good plan. The more effort you put into helping your people uncover their real potential, the more your company culture will benefit from their loyalty, engagement, and their enhanced skill set.
To ensure that your strategy is having the right impact, make sure that you:
- Ask for frequent feedback from your team
- Schedule meetings and monitor progress
- Review any training strategies that may need to change with time
In a space as fast-moving and unpredictable as the technology sector, giving your candidates the tools they need to excel in their new role may be the easiest way to boost return on investment for any successful hire.
Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management, software testing and Salesforce.
The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or firstname.lastname@example.org.