Before you post another job ad...
Finding the right person starts long before a job goes live. A few things I've learned about getting clear on what you need, reaching the right people, and making the whole process a little easier.
Are you replacing a person, or rethinking a role?
When someone leaves, it's tempting to pull out their old job description, update a few lines and start advertising.
But businesses change. Teams change. What you need today might be quite different from what you needed five years ago.
I've helped businesses hire people for years, and one thing I've learned is that a little work before posting a job can save a whole lot of frustration later.
Whether you're replacing a longtime employee or making your first hire, I'd start by getting clear on what the job actually needs to be.
Three things worth getting clear about.
You don't need a complicated hiring strategy. But you should be able to answer these three questions.
What needs to get done?
Think beyond the responsibilities listed in the old job description.
Six to twelve months from now, what would you want this person to have accomplished, improved or taken ownership of?
Start with results, not just a list of duties.
Why would someone want it?
Look honestly at the salary, benefits, flexibility and opportunities to grow.
Think about the team, the manager and what the working environment is really like.
What makes this opportunity worth considering?
What really matters?
Separate the qualifications someone absolutely needs from what they could learn.
Some things are essential. Others would simply be nice to have.
Don't overlook someone over an unnecessary requirement.
A longer requirements list doesn't always produce a better candidate pool. Sometimes it simply gives good people more reasons not to apply.
What you ask for changes who you find.
Imagine you're hiring an office coordinator. Here's one requirement worth reconsidering.
"Must have five years of experience in a similar role."
It's familiar, but it doesn't tell us much about what the person actually needs to be able to do.
"Able to manage competing priorities, communicate clearly and keep daily operations organized."
Now we're describing the abilities that matter to the job, rather than relying only on years of experience.
Experience can absolutely matter. The point isn't to remove requirements. It's to make sure each one has a good reason to be there.
Good candidates aren't always looking. And they're paying attention, too.
Think beyond the job board.
Posting a job is one way to reach people, but some of the strongest candidates aren't actively looking.
They're working, doing well and might only consider a move if something genuinely interesting comes along.
Sometimes you need to start the conversation instead of waiting for an application.
Make the process easier for everyone.
Long applications, too many interviews and slow decisions can turn people away.
Decide who's involved, what you're assessing and how you'll keep people informed. It doesn't have to be complicated.
Candidates are forming opinions about your business throughout the process, just as you're learning about them.
Why are you hiring?
What needs to happen that isn't happening now? What problem are you trying to solve?
What would success look like?
Six to twelve months from now, what would this person have accomplished, improved or taken ownership of?
What really matters?
What's essential? What could someone learn? What would simply be nice to have?
One last check.
Before your posting goes live, consider these five questions.
You've thought through the essentials. That's a good place to start.
Your answers aren't sent to OneRecruits. Download your notes before leaving if you'd like to keep them.
A little more help before you hire.
The full OneRecruits hiring worksheet goes a little deeper, with questions about the role, your team, the working environment and what makes the opportunity worth considering.
It's a four-page printable guide you can work through on your own or share with the people involved in hiring.
Enter your details to request a copy. You'll only receive other OneRecruits updates if you choose to opt in.
A little planning goes a long way.
Hiring takes time, money and energy. Getting clear about what you need before you start can save you a lot of all three.
And if you've posted a role and aren't getting the response you hoped for, sometimes it helps to have another set of eyes on it.
That's part of what I do at OneRecruits. I help businesses think through their hiring needs, figure out the best approach and find good people without making the process more complicated than it needs to be.