Four important things you should consider before making your next hire


When an employee hands in their resignation, most companies automatically reach for the job description and start trying to get the recruitment process started as soon as possible. Whilst this may seem like the obvious thing to do, there are four important things you should consider before starting your recruitment process if you want your candidates and colleagues to feel involved, informed and respected along the way.

Re-evaluate the role

When someone leaves their job, this is a great time to use this opportunity to re-evaluate the role and the part it plays within your team. Instead of having an immediate reaction of hiring to replace, consider whether or not this is a good time to shift responsibilities within your team. Is someone worthy of a promotion? Could someone do with taking on more responsibilities? Could you create a completely new role within the team? Thinking about this before you start your recruitment process will result in you making a better hire and creating a stronger department.

Is it a short-term or long-term position?

The needs of a company can change massively depending on the economy and how well it is doing. If the success of your company is uncertain, it may be better to hire someone on a temporary basis and then take them on permanently if things work out. This is also a great option if you are introducing a new role to the team or have a short-term project that needs to be completed but may not necessarily have enough work for the person on a full-time basis afterwards.

Create a consistent message

Every person involved in the recruitment process needs to be aligned. In order to achieve this, get everyone to review the job description ahead of time, agree on who the ideal candidate will be and know what each interviewer is going to bring to the process. An inconsistent message will add time, frustration and confusion to the hiring process and could be a turn-off to a great candidate. So before you get started with your recruitment, take the time to meet and plan the details so that each member of your hiring team is on the same page.

Think about how you come across to your candidates

Companies often make the mistake of thinking that they are doing candidates a favour by simply interviewing them and that they can have their pick of whoever they want. However, with a skills shortage amongst candidates, you can bet that the good ones are in demand and will be inundated with calls and offers from companies and recruitment agencies. Bearing this in mind, it’s important to think about how you come across to candidates when you interview them. Are you respectful, friendly and professional? Things like avoiding looking at your watch, not answering your phone, being well prepared and being enthusiastic about the role and the company can go a long way.

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