Why and How to Set Your Expectations for Employee Success (Part I)

spreadsheets calculator and glasses


In your time as a recruiter, you’re bound to have a candidate or two who seems like the perfect fit, but just doesn’t meet expectations when they’re hired.

This, of course, can be pretty frustrating. And, as much as we’d like to say that they’re just another bad candidate who somehow made it all the way through the hiring process without being noticed, the truth of the matter is that there are a lot of things that hiring managers can do to avoid these types of situations.

There can be a lot of reasons why employers might shoulder the blame, but perhaps the most common reason is that an employer does a bad job at setting and making expectations crystal clear to our new employees.

Have a look below for some information on why it’s important to set your expectations from the start, and how to do so to ensure employee success:

Waste of time

First things first, not setting your expectations straight is simply a waste of time for your company. That would mean that the recruiter, the interviewer, the hiring manager, the trainer, your other employees, and even the new hire all put effort into something that wasn’t clearly executed in the first place, in turn keeping you and your company from working productively.

Waste of resources

In turn, what that means for you is a waste of resources spent looking for the wrong candidate. Ensuring that your company utilizes their efforts effectively and efficiently can make a big impact on the success of your company. Where they wasted their efforts hiring and training the wrong candidate, they could’ve spent time finding the top talent necessary to help you enhance your productivity.

Fortunately, there are ways to prevent the situations we’ve mentioned here. Check in tomorrow to see how you can set your expectations for employee success. In the meantime, what do you expect from your employees and why do you have these expectations? You can let us know by connecting with us on Facebook or Twitter!

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