When creating a new role in your team it is important to know exactly the type of position you need to hire for. Any new hire you bring on board must meet the needs of your team. To confidently understand the needs of your team you need to identify specific skills that are missing. The following will help you to identify, evaluate, define and create the perfect role to set your team up for success.
Identify the gap
The first step to creating a new role is identifying the skills gap in your team? Put simply – Do you know what is preventing your team from performing? Often managers know that there is a skills shortage, but they fail to identify exactly what these skills are.
Let’s use sales as an example:
The company is predicting a significant increase in sales as a new product is bought to market. Management know that there will be additional work load placed upon the existing team, and foresee the need to bring a new resource on board. So, what type of role should you be hiring for? A new area sales manager, a junior who can learn and grow (taking on more workload as the volume of sales and clients increases), or is an entry level admin support what the team really needs?
Working out exactly what you need in a new hire is crucial. A bad hire can quickly result in staff turnover – either the new hire or disgruntled existing staff. Hiring staff having them believe the role is one thing, and then it being another once they start will not be beneficial for anyone. Your reputation will be tarnished, as well as a decrease in your productivity.
Evaluate the need
Once you have identified the shortfall in your team, you need to evaluate and decide whether this is something that you solve by bringing a new member onto the team, or if there is another solution. Is an external contractor a better option? Or is there technology that can help ease the shortage? If you are in need of admin support, there may be some technology than can help. Perhaps online ordering.
Define the role
Translate the identified gaps into specific knowledge, skills and abilities required. Determine who your hire will report to and how they will work with other members of your team. Speaking with managers and employees who are in similar industries and positions can help you better define the role. Remember you need to make the role suit the needs of your team and the strategic direction of the company. Just because another company does something a certain way doesn’t mean it will be the right decision for yours.
Write the JD
You already know the knowledge, skills and abilities that your new hire requires. It is now a matter of refining them into specific competencies, experience and responsibilities. Referring to other job descriptions for guidance is a good idea, but your new role is unique to your business – so make it your own.
Of the preferred selection criteria think about those which are essential and non-essential. Being overly specific may result in a small net being cast when seeking applications for the role. You may miss out on finding the best person. When you are satisfied with your job description, have a second set of eyes pass over. Ask other members of your team to review the job description you have come up with. Getting their input is important. They are the ones who will benefit from this new hire. It also pays to have someone from outside your organization to have a review – perhaps an external consultant.
Now that you have identified the need in your team for a new role, evaluated its necessity, defined the role, and written a job description, it is time to determine the cost of filling the role – salary, benefits, training and on boarding. Stay tuned for our next post…
Trayne Consulting offer guidance, direction and advice at any stage throughout the recruitment process. Our team of experienced professionals can manage all your recruitment needs from conception, development and throughout the hiring process. Contact Trayne Consulting today to arrange a meeting.