Who Do You Need To Hire?
So you have decided to recruit a new member of the team. Firstly, consider the objectives for the role.
Is this a replacement hire for a team member who has left, or a brand new role in the organisation?
If it is a replacement, don’t fall into the trap of just using the same job spec as last time and interviewing as if the role hasn’t changed. Business is evolving all the time and jobs need to maintain modernity to remain relevant and deliver the most value to the company.
Take some time to look at the objectives of the position in the context of the business as a whole. Could the role be evolved and given different responsibilities? For example, could parts of the role be given to other team members or does it need to be expanded and made more senior?
A good way to identify these points is through an exit interview with the current incumbent? They know the role better than anyone and can provide valuable insight into the position and how it could be made more dynamic.
If it is a brand new hire, examine where the role sits in the organisation and the direct lines of communication and interaction. Why is the role necessary and what are the defining criteria of long term success in the position? If possible, consult other team members to get a grass roots view on the position and objectives.
When defining the key objectives, understand that the clearer and more defined they are, the better chance you will have of a of long term successful hire. In an interview situation, it is very attractive for a candidate to be talking to a company that knows what to wants. That said, the interview process often becomes a great learning curve for companies as they gather real time market intelligence from the candidates they meet and gaining a better understanding how other companies work.
Once you have decided the objectives of the role, you can build a profile of the candidate required to execute and deliver on them.
You will want to consider the following:
1. What level of seniority does the role required. Don’t get caught out that more experience automatically means a better candidate, instead look at the level of responsibility and impact an individual has had within their career to date.
2. Are there specific skillsets required - this could be core software packages, qualifications, leadership etc.
3. Are you looking to recruit an individual from a specific industry sector? Or could you learn as a business by employing a candidate from another sector. Many companies find comfort in recruiting like-for-like people, however while this often means a smooth transition, it can lead to the role becoming stagnant in the long term.
4. What personality traits does the role demand - Is it creative, commercial, analytical? More importantly how will you find out if the candidate possesses them? Can you test this?
5. Consider how the candidate will demonstrate a track record of success in there career so far? What questions will you ask to define this? However remember, just because an individual has been very successful elsewhere, it doesn’t guarantee success in a new role?
6. How will your company provide the necessary tools and culture to give you new hire the best chance of success?
This will give you a great framework to get started.