Many people have had both their first and second vaccines. Some opted for the version that only required one shot, but recent press indicates there might be some adverse side effects, so all have to exercise caution.
Meanwhile, business is still being done and workers still need to be hired.
Many organizations pre-pandemic, (Pre-P) found it desirable to hire for fit. That meant sourcing and screening candidates to determine their potential impact on the organization. This practice often incorporated alignment of strategic values and personal values. The desired outcome was a happy and productive workforce and company.
However, things have become more complicated post pandemic, (Post-P) as we have bumped into the confluence of federal, state and local health regulations in constitutional rights. What is an organization to do? In my consulting practice we often discuss a phased approach to returning people to work. This is one that takes into account, and is sensitive to, the Post-P life experiences of candidates.
For example, many working families with children have invested a tremendous amount of energy in educating and caring for their children during this unusual time. Many working parents are stressed and fatigued as a result of this effort. It would be a shame to miss out on a star candidate for lack of insight with regard to the recent past that they have had to deal with. So it is wise to make the effort to understand their world.
Others may have major concerns about their personal health in returning to work. Some might actually refuse to return to work unless they have some assurances that everybody has been vaccinated. This has to be handled delicately, consistently and with forethought. In other words what would a ‘reasonable and prudent’ person do when confronted with a person who refuses to return to work for these reasons?
Remember many of the teams that the new hires will be placed on have not had anything close to normal in well over a year. Great care and diligence must be given to the environments that these workers will be returning to. As in the Pre-P days, how they are onboarded and assimilated, or not, will influence their morale, productivity and longevity.
This dialogue is being played out all over the country. This needs to be done considerately so that the employer who is bringing workers back and new hires have a consistent set of expectations.
Below is a list of possible steps to hire for fit while adapting to Post-P cultural influences. Overlay the organization’s strategic plan along with regulatory compliance / exposure, ie, ADAA, FMLA, Title 7, wage-hour, recent federal and state or local rule making. Some people want to refer to this as the new normal. I am reluctant to describe anything as new or normal with regard to the post pandemic world. Rather I think it’s best to adapt, innovate and overcome.
What’s the plan?
1. SWOT the current state – As each employer is unique, find out the leaders and returning workers’ hot buttons. Know and understand them well. This will have a profound impact any new hires that enter their airspace.
2. Review essential functions – Revisit job descriptions for regulatory exposure, ie, what would be “Reasonable & Prudent” actions to accommodate somebody who refuses to return to an ‘unvaccinated’ workplace. Is remote work still an option? Think this through for what is easily done. Does this mean optional mask wearing or continued social distancing?
3. Ease staff back in – Revisit the organizations Pre-P ‘social contract’ and remind returning staff the reason why you have a great place to work. Provide some flexibility for them to process change. Ease them back into the office. Potential new hires will pick up on this sensitive / positive vibe very quickly.
4. Set initial expectations – Just as in the Pre-P world, set expectations and reasonable timetables for re-assimilation as if they are being re-onboarded. Some clients are thinking along the lines of Q3 / Q4 the remainder of 2021 or early Q1 2022 as reasonably good timelines to expect the bulk of the employee base to understand the new rules of the game.
5. Communicate policies and procedures – Develop and communicate the ‘transitional’ plan for the Post-P world. Hold live – in person town halls and distribute written copies of revised Post-P policies. Experience has shown that a solid communication plan can mitigate potential conflict even from those who disagree with it.
What environment are you putting new hires in for the Post-P world?
Finding a good cultural fit means finding a candidate who believes in your company’s mission and shares a similar outlook and attitude as their potential co-workers. What are the desired behaviors and attitudes that make your organization or team successful?
A ‘bad’ hire ends up costing the organization too much in budget, time, drama, and process to overlook the benefits of hiring tougher. I understand that this is preaching to the choir, but it seems to me that many hiring decisions are made too quickly because of a perceived pressing need vs hiring for fit. Leadership must understand and support this process as it is guaranteed to generate noise from areas that are feeling the pinch of being understaffed.
Train managers to uphold your organization’s culture. Make them available to coach new hires who may be experiencing negative interactions among returning co-workers. Millennials in particular look to leadership to set the cultural tone, so leaders must present a unified front when communicating Post-P cultural expectations.
Benefits of hiring for fit
- Increased employee engagement – Happy employees are engaged, and motivated. If a person is a ‘miss-fit’ culturally or technically, it is a frustrating experience for them until they leave. And when they do, it may not be on the best of terms.
- Higher performance – Workers who feel they are in the right fit are apt to provide discretionary effort above and beyond what is expected. They may be more enthusiastic about taking on new challenges and responsibilities that the entire organization benefits from.
- Decreased bad turnover – When star employees turnover (bad turnover) we pay a very high price to replace the lost expertise. And when we do replace them, unless we have hired for fit, we may never recoup the loss.
- Less stress & more esprit ‘d corp – When the team functions at a high level, communication flows. What stress is present may have a motivating effect vs a debilitating one. Poor fit stress harms relationships and it distracts people from doing their best. Be mindful of how new hires will be impacted by existing dynamics.
Remember, a single bad hire can drag down the morale of an entire team. This can increase the likelihood of underperformance. Do not be so busy that you don’t take the time to hire for fit. If you hire too quickly now, break the cycle now. Be sure to communicate to the organization your progress, but don’t lapse into “warm body syndrome.”
The outcome will be that you will save in budget, time and experience less drama.
