It happens often in organizations—someone resigns and you’re left to find a replacement, sooner rather than later. Whether this worker was part of upper management or held an entry-level position, he or she had responsibilities on which the organization relies. Your first instinct might be to get a new hire in the door immediately—and while that’s understandable, it’s crucial that you don’t overlook the early components of the hiring process.
The time you spend prior to inviting candidates on-site will make your selection process faster and smarter. This week, we’ll look at the preparation you should complete before even looking at resumes or applications.
Interview Preparation for Hiring Managers
- Update the job description. Even if you hired someone for this position in the last year, responsibilities could have changed. Consider asking the individual who recently resigned for his or her opinion on the job description.
- Determine “must-have’s.” Sure, there are endless amounts of “nice-to-have’s” in a new hire, but set those aside for now. To begin, focus on the experience, education and certifications that you candidate must have to be successful in this position.
- Put it in writing. Commit to your “must-have’s” by writing down short phrases that will remind you of what you’re requiring from candidates. These may already be in the updated job description.
For more tips on hiring and structuring interviews, register for a free webinar, Key Hiring Tips and Structuring Interviews that Yield Great Information, which will be held on March 20, 2014.
Check back later this week and next week for parts two and three of our blog series on finding top talent and avoiding hiring mistakes.
