How long after I’ve fired someone can I reemploy them? Part 2
The last blog suggested it would be bad practice to re-employ someone you’ve fired.
The outcome of the statement, ‘How long after I’ve fired someone, can I reemploy them?’ sets a new challenge. There is an identified need to have someone replace the person who left the job.
You need to recruit.
The objective is to bring a new team member into the organisation:
- They need to have the capability of undertaking the skills required to fulfil the role.
- They will work alongside the workforce already employed.
- They should satisfy the expectations of the Manager.
Accomplishing these needs and requirements can fill you with a sense of dread:
- Is there anyone out there who will ‘fit the brief’
- ‘I don’t have the time to do this… it might not get us anywhere, so will be a waste’
- Will the candidate exhibit the qualities to work in this role?
- How will we train a new member of staff?
- They won’t fit in with the rest of the team.
Undoubtedly change will result.
Unless you’re heading to the pub on Friday lunchtime, where you know there are a wealth of candidates waiting for you to recruit them to start on Monday, your time is going to be eaten up in the process of selecting a new team member.
You could do it yourself. But what is the cost of your time in advertising, sifting through applications and potentially upskilling to enhance the process of finding the right person.
As you have the better judgement regarding the ‘best fit’ for your organisation, having the final say is important for you.
It is why recruitment agencies are in business. They have the specialism to identify the right fit for the role, and concentrate on filling your role, often at a cost of 10 – 20% of the 1st year’s salary.
On the other hand, utilising a HR consultancy with a holistic outlook to develop covert knowledge about your company and how it ticks, and understands your expectation will alleviate many of the potholes encountered in all aspects of employing people.
Using the knowledge of a HR professional to assist in the recruiting process will lessen your burden. By gaining an understanding of the ethos and culture of the company, and acquiring detailed comprehension of necessary attributes and preferences to enrich the team, the right person can be put forward for the right job. A professional HR Consultant won’t pass every applicant for you to see, they will only forward those who will ‘fit’.
Selecting from two candidates, on paper (or email!) and at interview stage makes the decision process simpler for you.
A new team member should become a healthy addition as they are likely to bring with them a fresh perspective, new ways of working and often will want to make a difference to gain acceptance within their role.
Once they begin, the process of ‘onboarding’, encompassing induction, training and learning the role leads us to the next blog subject… development.