Creating a Role People Actually Want to Take - Part 2
Posted on 07 November 2013
Last week, I outlined six important factors along with a few approaches and the inherent challenges and benefits with these approaches, when it comes to creating a role people actually want to take. In this blog, I've outlined seven more...
1. Left brain/right brain
This is a relatively contentious one, but do you want someone creative or procedural? In most instances these are normally not the same person. Creative accounting only leads to trouble! It’s unlikely that you’ll be able to hire a one-stop shop.
2. Do you have enough work for them?
Could a contractor do to get rid of the backlog or a part-timer (tough to fill unless you’re patient) be sufficient?
3. Alignment with company culture (and values!).
Culture isn’t just social preferences and age. What about someone from the baby-boom generation? They have a bunch of experience to offer, bring less expectations and are also often good value.
4. Have you got an appropriately worded 90-day trial clause?
For the right roles, this is appropriate (non-leadership typically), but please make sure its worded right, it’ll bite you if not.
5. Is the job description clear?
Is the job description aligned with the role and most importantly, if it goes wrong, can you manage the person according to the expectations you’ve set out? Getting the JD right allows you to performance manage when things go awry. Plus it’s a legal requirement.
6. Is the salary appropriate?
Too little no-one will want it, and too much and you’re wasting money, plus will end up with someone overpaid for the work who may not want to leave…check out one of the many salary reports available for certainty, or spend a few thousand dollars and get a consultant in to review it if necessary.
7. Have you sorted your hiring process?
Get this clear up front, you’ll be able to communicate it to people before starting and create expectations and certainty.
Get all of these things right and you should find the hiring exercise itself is successful.
You can read the first six approaches here.