What are the costs of not paying for training and development? The costs of training are often complained about and the benefits are less understood. We believe that the cost of not training enough or not training well is far more expensive! Let’s say you hire the way many companies do. You read their resume, possibly check some references and bring them on. There are several ways to train people. Via computer programs, the buddy system or toss them in and see how it goes method. Sometimes it works but sometimes it does not, more often not. I see it all the time, potentially great assets wasted or burned out due to proper training and or direction. Often employers are not clear about what it is they are hiring for. From there they try to fill the position without a clear path for the appropriate training. With ever-increasing demands on small to medium-sized businesses, often they are approaching hiring from a vague plan. They have a general idea about what we need, let’s use the example of a receptionist or administrative person. What we tend to do is…. Post a general job description full of fish hooks; you know the stuff you put in there that would be great to have someone with that talent! What you get back is a mishmash of skills and talents in the resumes. You will pick a few from the mishmash, then interview them until you find the “one” The “one”, tends to be the candidate with the most confidence and can convince a hiring team they are the “one”. Let’s say for the sake of this exercise that you get lucky and find that Unicorn. Great skills, a solid good attitude, and a well-balanced work ethic. Not handled correctly, here is the worst place to fail at training. Training begins, personalities arise. I was always the “toss her in and see how she does ” Kinda hire. I exceeded expectations, not because I was the most talented but because I was the most resourceful. If you over-train an exceptionally resourceful employee you deflate their primary purpose because their purpose is to “figure it out”, that is what they are best at. They also derive the most job satisfaction from working things out. If you have hired someone who has exceptional skills without a take-charge attitude then your training must be directed toward the process. This personality must understand what is expected of them. If you don’t supply a clear outline and process to follow then they will flounder. Direction for their workplace wellness! There are many types of people and all the personalities to consider. If you want a great fit for your team, you will need to look at not only the candidates but who and how you plan to train them. The costs of not training appropriately for your business will be seen in several ways. Loss of time, stress for your team, lowered morale and can create an unwanted shift in your office culture. Before you hire. Be clear with your intention for the position; ensure your team is clear on the problems filling the position correctly will solve. 1) Be clear about the position you are filling. What do you expect from that position? How much time are you willing to spend on training?2) Write a job description that clearly outlines the “must-haves” and “would be nice to have” 3) Do the first round of interviews, short meet and greet. 4) Shortlist and test. Depending on the position you may want to do skill testing and or personality testing. Hiring is an investment, training is the protection of that investment. If you have some hiring decisions to make or any other organizational hurdles, connect with us and let us help you shorten the amount of time spent getting over those hurdles!