For Distributors Only

Herb Niles on sales and marketing: You hired them, now keep them

As reported in our previous article (May FDO), we are noticing a trend to higher salaries, reflecting a stronger job market and a shift towards an employee-driven market. That shift has seemingly been validated by a surprisingly strong jump in wages, according to the government’s June jobs report.

Our own business has continued to reflect that as well; most significantly by virtue of having three offers turned down recently, an event that is frustrating to the hiring company as well as the recruiter. Probably the only thing more frustrating in the hiring process is to make a hire, and then have the employee quit after a short period of time.

It’s easy to blame the new hire (and even the head-hunter if one was involved!) when you lose a new recruit, but I suggest this is one of those situations that also requires some self-scrutiny.

First impressions

First impressions are crucial, especially the first impression a new hire gets of your company. According to the Pryor Report, studies show that a negative impression of your company during the first 60-90 days of employment can lead new personnel to look for a new job within the year. While circumstances will be different for various positions, here are some suggestions for putting your best foot forward.

Start before the new person does: Stay in touch with the candidate after he/she has accepted the position to answer any questions, help in any way or simply reinforce their decision. And make sure the new hire’s work place is ready for the first day. This can include business cards, computer/lap-top, cell phone, etc.

Designate a mentor or partner: It makes a strong statement to have someone, other than the manager, lined up to show the person around, give them the ”lay of the land,” make introductions and be an ongoing “go to” person for questions advice, etc. For field sales, this might be a neighboring sales rep.

Begin with the basics: The learning curve is shorter if people are firmly grounded in the basic knowledge they need to understand their job. Focus on the why, when, where and how before moving on to assignments with specific expectations. Don’t drown new hires with too much information.

Keep the person’s family in mind: A new job obviously represents change, which can be stressful not only to the person but his or her family as well. While true of any change in employment, this is especially so when the new job involves relocation. Here you have a “package” deal. In these situations care needs to be taken to help the whole family acclimate into the community as well as the new hire into your company.

The hiring process is time-consuming and expensive, both in real dollars and opportunity cost. By creating a positive environment for your new hires, companies can help ensure retention, maximize their investment and minimize turnover.

Did you enjoy this article? Click here to subscribe to ISHN.

Recent Articles by Herb Niles

You must login or register in order to post a comment.



Image Galleries

Scenes from the World of Safety

Sights, signs & symbols from the National Safety Congress & Expo held in San Diego, CA, September 15-18

3/31/15 11:00 am EST

Changes to NFPA 70E® – What You Need to Know

NFPA ® for Electrical Safety in the Workplace is revised every three years, providing the most up-to-date requirements for safe work practices to reduce exposure to electrical hazards. This program analyzes several significant changes in 70E ® and is designed to clarify the reasoning behind the changes, and assist in determining how the changes impact employees and employers.

ISHN Magazine


2015 March

Check out ISHN's March issue, which features articles about moisture wicking technology, toxic gas detection and fall protection.

Table Of Contents Subscribe


M:\General Shared\__AEC Store Katie Z\AEC Store\Images\ISHN\safetyfourth.jpg
Safety Engineering, 4th Edition

A practical, solutions-driven reference, Safety Engineering, 4th edition, has been completely revised and updated to reflect many of today’s issues in safety.

More Products

For Distributors Only - January 2015



For Distributors Only is ISHN's niche brand standard-sized magazine supplement aimed at an audience of 2,000 U.S. distributors that sell safety products. Circulation only goes to distributors. 



Facebook logo Twitter YouTubeLinkedIn Google + icon

ishn infographics

2012 US workplace deathsCheck out ISHN's new Infographic page! Learn more about worker safety through these interactive images. CLICK HERE to view the page.