Before you post that job opening …

Last week, I shared my belief that the employee experience begins the moment someone sees your job posting. But there's an important step that happens even earlier.

Did you consider who you’re actually looking for before you posted the position?

When a position becomes available, it's tempting to use old or generic job descriptions, change a few details, and then post the opening. But did you thoughtfully consider what your organization needs?

If it’s a new role, is it full-time or part-time? If full-time, is there enough work to support the position long term, or is this a temporary position? Who will the person report to? What are the responsibilities for this role and what qualifications are required? Is it entry level, or do you need someone with a deeper knowledge of the work. What is the salary range and what benefits are included?

For an existing role, how has it evolved from the previous job description? Have responsibilities changed? Are there skills your team is missing? What made the previous employee successful or unsuccessful in that position?
Perhaps the most important thing for both: What does the right person for this role look like within your organization's culture?

A thoughtful hiring process begins with understanding the work, the team, and the organization's needs. You’re not simply filling an empty seat. You’re bringing on a team member who will be part of your culture. You are looking for the best fit in that sea of candidates.

At Willow Tree Strategies & Solutions, I work alongside business owners and hiring managers to evaluate positions, identify the skills and qualifications that matter, and develop clear, accurate job descriptions that lay the foundation for successful recruitment.

Finding the right employee begins with a thorough understanding the job and your organization’s needs.

Over the next several posts, I'll be walking through the entire hiring process; from defining the position and attracting candidates to interviewing, making an offer, and building an onboarding experience that supports long-term success.

I'll leave you with one final thought …

I know it can seem urgent to fill the open position, especially with an already lean team. Recruiting, hiring and training a new employee is a big investment. When a hire doesn’t work out, the cost of lost productivity, additional training, and starting the process over can add up to tens of thousands of dollars, depending on the position.

Taking a little extra time to get it right at the beginning can save your organization considerable time, money and frustration later.