The importance of training
Anna Pepler, of HR Dept, discusses the costs of recruitment for businesses and the importance of training.
Recruitment is a costly business; not just in terms of job advertising or agency fees but the time it takes as well.
As soon as a job advert goes live, you will likely receive an overwhelming response due to the current levels of unemployment.
Screening CVs, sending rejection emails or letters and interviewing might leave you wondering how you will find the time to run your business.
At last you find a good candidate who might not be perfect, but then who is? You reason with yourself that once they are in the job they will naturally improve.
But what happens if they don’t?
Business owners of SMEs often instinctively react by terminating their employment during their probationary period and go back to the recruitment drawing board.
However this kind of rash decision can be bad for business and isn’t always the best course of action.
When you employed that member of staff, you invested in them.
You had faith that they can do the job. So why should your investment in them stop there?
Rather than throw all that time and money away in recruitment, would a further small investment in appropriate training bring about the results you want?
Training employees is invaluable to any employer who wants to help develop its workforce.
Regular progress reviews can be particularly useful in identifying particular weaknesses and how you as an employer can hone and develop skills in order for an employee to improve.
Training doesn’t have to be costly in terms of money; it may simply be giving up some of your time to demonstrate how things can be improved upon or shadowing a colleague.
Budgets allowing, there could also be training courses that employees can go on that will make such a difference.
Sometimes all it takes is to instil a little confidence into an employee.
If employees feel valued and worthy of your time and money in that investment, chances are they will take the opportunity with both hands and run with it.
In an ideal situation, their motivation and productivity will subsequently sky rocket and their weaknesses will be a thing of the past.
However if this doesn’t happen, you can still terminate their employment, taking from it the lessons learnt from that experience and ensuring that any future recruitment is more rigorous and uncovers any weaknesses during the interview stage.