Discover Your True Hiring Needs Before Hanging Out the Hiring Sign

One of your employees has just left the company. The next logical step for most companies would be to conduct a search to replace him or her. That means digging up the job description and posting it. This all may seem routine, but it shouldn’t be. In fact, before you even think about posting that job description, you need to step back and do some prep work. Here are some things to do instead of quickly starting the search.

Update the job profile

The first thing to do is find out more about the job. What were the actual duties of the person who had the position? Some of the duties of the job may have changed over time. You need to gather information. An excellent place to begin is with the person who had the job. You can review his or her duties during the exit interview. You may find that what the person did no longer precisely matches the job description.

Determine if you really need to fill the position

Once you determine exactly what the duties of the job are, you can think about how best to accomplish those tasks. Maybe the best course of action is to hire someone. Perhaps it might be more efficient to break up the duties of the job and assign them to other employees. You may decide that some of the duties no longer need to be performed, and others substituted.
The most knowledgeable people to talk to about the situation are the former employee’s supervisor and coworkers. They would be able to give valuable input about a possible course of action, since they would be most familiar with the job.

Update the job description

If you decide that you need to fill the position, you will need to update the job description. You have already accomplished the first step in doing this – you have determined what the actual and current duties of the job are.

The next step is to determine the actual skills that are needed to perform the duties of the job. Again, consulting with the former worker’s supervisor and coworkers will yield valuable information. This is especially important because often the skills listed in job descriptions don’t really match what is needed to do the actual tasks of the job, especially if the description is outdated.

The takeaway from all of this is that hiring a replacement for someone should not be a knee-jerk process. When someone leaves, it is an opportunity to take a hard look at that person’s job and how it fits in with the mission and goals of the company. If it doesn’t match, then you know what changes need to be made. All of this should be done before hanging out the “Help Wanted” sign.

If your company is looking for reliable employees in the Inland Empire, Arrow Staffing can help you find the employees you need. Arrow offers top-notch service in filling your needs. Give us a call today.

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