BY JAMES BLAIN
Navigating the waters of hiring and training employees can be complex. But as a seasoned owner of a luxury ground transportation company, you already know that each decision you make shapes the service quality your company provides. To help you streamline your hiring and training process, let’s delve into the seven most common mistakes and how to avoid them.
1. Not Interviewing Fast Enough
When it comes to hiring, speed is of the essence. Not scheduling an interview fast enough can often result in losing a quality candidate to quicker competitors. Making sure you get in touch quickly and schedule your interviews promptly will keep potential hires engaged and interested.
A good tool to help do this is to set a timeline for scheduling interviews after receiving an application. For example, you can make it a rule that within 24 hours of receiving an application (sooner, if possible), you will reach out and book their interview within two days. This will expedite your hiring process and signal to candidates that your company values their time and interest.
2. Neglecting the Power of Text Messages in the Hiring Process
As technology has evolved, so has the way we communicate. Most people use text messaging in their personal lives, but many overlook the role it can have in hiring and at work as a whole. Texting offers a speedy, informal communication method that can dramatically streamline initial contact, interview scheduling, and ongoing engagement with potential hires.
Imagine this scenario: A promising candidate applies, and within minutes, they receive a personalized text message acknowledging their application. Not only does this start a conversation with them, but it also shows your company’s dedication to prompt and open communication. This can also be used as a reminder for interviews and even their first day of work.
3. Overlooking the First Day Experience and Orientation
The first day on the job sets the tone for a new hire’s tenure at your company. A well-planned orientation and onboarding, balanced with the necessary paperwork, introductions to team members, and familiarization with your company’s culture, can go a long way.
A new hire on their first day, greeted by welcoming smiles and a well-structured orientation, is not only likely to be more successful, but they are more likely to stay with you long term. They’ll feel more comfortable, integrated, and prepared to perform their best.
4. Keeping Bad Employees
With many companies facing a driver shortage, it can often feel like even if someone isn’t a good fit, you can’t afford to lose them. However, the more important question owners and managers should be asking themselves is what they may lose as a result of keeping that employee.
Sometimes, despite your best efforts, you may have employees who aren’t able or willing to meet your company’s standards. Bad employees can be costly in more ways than one. They can bring down morale, lose clients, and even end up in serious accidents or incidents. That’s why it’s important to address employee issues as they come up and, when necessary, let bad employees go.
5. Lacking a Structured Training Plan
An effective training plan is not just a document; it’s the blueprint for molding your employees into proficient professionals. A well-defined training program that covers safety, customer service, and vehicle operations ensures consistent and comprehensive training.
Consider investing in a structured program offering in-depth courses for each essential topic. A strong training plan sets your employees up for success and guarantees that every passenger experiences the exceptional service they expect.
“Bad employees can be costly in more ways than one. They can bring down morale, lose clients, and even end up in serious accidents or incidents.”
6. Failing to Follow Up After Training
When it comes to maintaining a high-performance team, a common mistake is thinking that training is done after the onboarding process is complete. In order to keep your team performing at a high level, it takes more than just initial training. Continuous improvement requires frequent reinforcement of the training materials.
Having ongoing training automatically pushed out to your team on a consistent basis ensures that they are always performing at their best and are up to date on best practices and processes. Additionally, regular communication with your team is crucial for identifying areas of excellence and areas that require improvement. This fosters a feedback culture, allowing managers and employees to discuss successes and mistakes. This can help you gain valuable insights you can use to enhance your service and safety.
7. Not Leveraging Technology
Failing to embrace technology in the hiring process can be a costly mistake for any ground transportation company. Traditional methods of hiring, such as sifting through paper resumes and conducting in-person interviews, are not only time-consuming but also limit the pool of potential candidates. Without technology, it’s challenging to efficiently identify and connect with top talent, leaving your company at a disadvantage.
There are numerous ways ground transportation companies can harness technology to revolutionize their hiring process. Implementing applicant tracking systems can streamline the application review process, ensuring that resumes are efficiently categorized and reviewed by the person in your company. Online job boards and social media platforms can be used to cast a wider net, reaching a broader range of potential candidates. Additionally, video interviewing tools and pre-employment assessment software can provide valuable insights into a candidate’s personality, skills, and cultural fit, helping you make more informed hiring decisions. By leveraging technology, you can not only save time but also discover exceptional talent that aligns perfectly with your company’s goals, ultimately driving business success.
By avoiding these seven common mistakes, you’ll be on your way to establishing a high-performing team that upholds your company’s commitment to quality and exceptional service. So, take a moment to assess your current hiring and training practices and consider how implementing these tips can help elevate your company’s success. [CD1123]
James Blain is president of PAX Training. He can be reached at james@paxtraining.com.