If it inevitable that your emails asking for new hire evaluations will go unanswered from time to time by both managers and new hires. This can be for a variety of reasons that include workload, vacations, procrastination, or an emergency that needs to be handled. You should wait a week before sending a follow-up email. This is an acceptable amount of time. Sending a follow-up email is very important. It shows that you are serious about your work and want to gauge how each employee is performing in a company. While you will have many other duties to perform, sending a follow-up email is important and will not take more than a few minutes. You may have to visit the manager or new hire personally to see how the new hire is performing if you don’t receive a response from your email. Sometimes this approach is better for those who may have a lot to say or forget to respond to emails. Once you have worked with managers and others long enough, you will be able to judge how to approach them on these matters.
What to Do with the Information Gathered:
Once you have gathered your information, add it to the new hire’s employee folder. If your company has procedures to follow concerning follow-up interviews, probationary notification, or additional training, you should follow the protocol. If the company does not have any of these procedures, you may want to ask what your next step is. Talk to a supervisor to determine the best course of action. After you have performed a few new hire evaluations, take a look at the information gathered.
-> What does it say about the recruitment methods used?
->How many new hires have left the company before their evaluation period was up?
-> What are the criteria managers use to evaluate new hires? Is it the same criteria you were given?
-> What are possible improvements that can be made in terms of recruiting? -> What are some of the weaknesses in training that need to be addressed?
-> Are new hires happy?
-> What is the percentage of new hires that meet expectations and the percentage of those who are not? This information can be used during the recruitment process in order to adequately provide a job description that can be used to determine who is qualified and who is not when a job opening becomes available. This will help prevent future hiring mistakes from happening.
About the author: Dakotta J.K. Alex, social venture director and author of “Damn, I Need a Job. Again!” and “The Recruiters Guide Book,” is a Global HR Solutions Consultant specializing in human capital recruitment, process management and career analysis in the US, Europe and China.
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