Interesting Experiences from Job Interviews – Part 3

Recognizing New Employees Should Be Like Brewing Tea

This article is the result of my experiences in human resources and employee management, which I have refined and expanded with the help of ChatGPT. The ideas presented here have been further developed, and the English translation was also prepared using this tool.

One of the most critical challenges in a company’s growth and development is hiring the right individuals for various roles. My experience in this area has shown that while the initial selection process is crucial, it is not sufficient. There have been instances where we hired someone as a developer, manager, or administrative staff, only to realize later that their placement in the role lacked the desired quality. In some cases, we mutually agreed to end the collaboration. These experiences led me to an important conclusion:

A good hire is like marriage; real understanding of people begins after the collaboration starts, and it deepens over time.

Brewing Recognition: A Human Resources Approach

Just as tea needs time to brew and reach its full flavor, recognizing the true potential of new employees requires patience and opportunity. It is unrealistic to expect a complete understanding of someone’s strengths, weaknesses, and abilities during a few interviews or even in the first few months. Therefore, I recommend the following:

1. Repeat Job Interviews:

Schedule regular follow-up interviews at specific intervals, such as after the first 3 and 6 months of employment, and then annually. These sessions should go beyond simple evaluations and serve as opportunities for constructive conversations and positive changes.

2. Facilitate Internal Transfers:

One of the most valuable outcomes of these sessions is identifying hidden talents and creating better placements within the organization. Sometimes, an employee who performs moderately in their current team can become a star player in another role or team.

3. Create Opportunities to Discover Talents:

Occasionally, an employee who struggles in their current position can excel in a different role or department. Just as player transfers in a football team can create a winning combination, this process within companies can lead to both personal and organizational growth.

The Role of HR Coaching

In this process, the HR department and coaching should play an active role. Repeating interviews and continuously evaluating employee performance can help identify new talents and address weaknesses effectively. This process should be systematic, ensuring that:

• The strengths and weaknesses of employees are carefully identified and documented.
• Honest and constructive feedback sessions are held regularly.
• Opportunities for revising roles and responsibilities are provided.

Conclusion

Gaining deep insight into employees is a continuous and gradual process. Just as tea needs time to achieve its desired flavor, truly understanding employees happens over time through repeated sessions and constructive discussions.

A good hire is not the end of the journey but the beginning of a process that, with proper management, can transform average individuals into the stars of your organization. Internal transfers and regular evaluations not only give employees a chance to grow but also contribute to the overall success of the company.

This perspective on human resources emphasizes that through repeated interviews and thorough evaluations, organizations can achieve the best possible outcomes for both the company and its employees.