Identifying Positions Needed
A preliminary yet crucial step within the hiring process is determining which positions need to be filled and why. While this may seem fairly simple, it actually requires careful consideration and plays a key role in the future of your business. Planning for new employees now and down the road will help you get the most out of your new hires – and ensure that they feel rewarded for a job well done.
In order to get started, you will need to ask yourself the following questions:
- What positions need to be filled?
- What are the job duties for each position?
- What qualifications/skills must an applicant have to succeed?
- What qualifications/skills would be an added bonus?
- What personal qualities should a potential employee possess?
- What is the salary structure?
It is essential that you compile a comprehensive list of the duties that your new employee will be expected to perform. This will be a big help when it comes time to advertise for open jobs, as it will let potential applicants know if they are suited for the role at hand.
In some cases, you may be hiring for an existing position. Assess the current role – are there any gaps that need to be filled? For example, if your company has an open position for which a past employee did not perform specific tasks or projects that would have increased productivity, consider adding these to the job description.
If you are hiring for a new position, on the other hand, you will have to create a job description from scratch. Research information other companies have used when advertising for the same or similar positions. You can then customize the job description so that it fits in with your own company structure.
Much like compiling a list of duties, assessing the qualifications needed in a future employee is an integral part of the hiring process. When creating a job description, strive to inform applicants of what they will need to perform the job at a high level. What education, skills, or training are must-haves for a potential hire? Be as specific as possible! The more information you provide, the easier it will be for you to narrow down the truly qualified candidates.
In addition to formal qualifications, consider which personal qualities you value most in an employee. Hiring a bona fide marketing expert who looks perfect on paper will only go so far – you will need to ensure that he or she can embrace and live your company culture. Remember: skills and abilities can be taught, but personality is inherent. It is likely the one aspect that you will not be able to change throughout the course of an employee’s tenure, so be sure to choose wisely.
Before you schedule interviews, decide on a salary for your future employee(s). This may require extensive research, especially if the position is a new one. It is often a good idea to find out what your competitors are paying individuals in similar roles and then assessing how much room you have in your own budget. Remember to consider factors such as benefits, pensions, vacation, and car allowances in your overall calculations.
When it comes time to advertise, select whether or not you would like to include the position’s salary range on the job ad. Many companies wait until the first interview to discuss compensation, while others choose not to disclose salary details until they are ready to present an offer to a qualified candidate. Weigh the pros and cons of making this type of information public.
Once you’ve considered the positions you need to fill and the qualities candidates should possess, you’ll be ready to start recruiting new staff members. Return next week for a look at best practices in job advertising.