You do need to bring in another person – tick
You have the required sign off and budget to recruit – tick
But what do you actually want to recruit somebody to do?
A common issue that we see is that people feel stepped over when a role becomes available internally and they are not considered. This can lead to resentment and you may then be looking to recruit again. A wise Manager will consider this before progressing!
However, let us assume that you don’t have anyone available to move into the role. So, do you know what the job is? What did they do on a day to day basis? What were their responsibilities, who reported into this person? Who did they report to? What deadlines did they face? What relationships (internal and external) did they have that need to be maintained? What technical knowledge/specialisms did they have? Clearly these questions will be adapted to your own industry and sector, but it is vital to get a clear picture of what the role actually is.
This information will help you build a clear and relevant job description. If you can, work with the outgoing individual to check the key competency so you know what qualities are important.
Another important aspect which is often overlooked is the culture and personality fit, especially within a small team, department or company. Consider the existing team; do they work well as a unit? What qualities do they have? What skills will fit and improve the team? In addition, personality clashes can be extremely damaging. If the team is quiet and considered, would a gregarious character be a good fit?
A decision taken in haste can have a lasting effect. Take time to understand where you are at and where you want to go before starting the search
We will cover the next stage shortly. Feel free to get in touch with any thoughts, comments or feedback.