Stop! Take a minute to review what skills and requirements are needed before writing that job ad.
Determining a vacancy
Before placing a job ad or engaging a recruitment agency, the hiring manager should determine if the role is required.
It is good practise to confirm if other alternatives may be more beneficial to the team and organisation.
For example, if a vacancy has occurred due to a resignation, or perhaps a promotion, take the time to reassess the skills and requirements of team and business needs. Is there an opportunity to bring in new skills to the team, or to cross skill other team members as part of a larger talent and succession plan?
Conducting a brief assessment is a good opportunity to review what the position does and the capacity in which the employee would be required and if appropriate, amend the position.
Some questions to consider when determining the vacancy:
- What are the business objectives for the next 12 months?
- What skills and requirements are required to meet these objectives?
- How many hours per week is the employee going to be required?
- Will the work be on-going or short term? If short term need, can I second another existing employee or utilise a temp?
- What has been budgeted? What can the business afford?
- Could the work be contracted out?
- In what capacity will the person be employed, e.g. part-time, full time, casual, fixed term etc
- Would the job be suitable for a trainee or apprentice?
- Does this position need to be replaced? Can I re-organise the work/tasks or team members?
If you have determined that the vacancy requires to be filled, the following should be considered:
- What is the type of role that requires filling?
- Can this role be job shared?
- Can this role be a remote working role?
- Do you have a Job Description?
- Does the job description require updating?
- What are the skill or competency gaps within your current team?
- What specific skills, experience and qualifications are required for this role?
- What is the time frame of the placement?
- If replacing a current team member, what time frame do you have to complete a ‘hand over’ of work and processes?
- Will there be a gap between the role being filled and the new team member commencing?
- Do you require an independent worker, or someone that needs to be trained in specific processes and tasks?
- Where is the best place to source a candidate?
- Is there an internal talent pool that can be considered?
- What networks can you access to find the right candidate?
- Have you considered tapping into talent pools such as over 50’s, mothers returning to the workplace? Those with disabilities?
Once you have considered these issues and any other specific information that your vacancy requires, you will be in a better position to determine exactly what type of candidate you require to meet the needs of your business and team.
Have you ever wondered what behavioural interview questions (BIQs) are – and how to answer them? We’ve compiled the ultimate guide to help you respond to BIQs with ease in your next interview.
170+ behavioural interview questions
Need assistance to manage the recruitment process? Check out this resource:
Recruiter toolkit
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Author:
Colleen Condon is one of Asia Pac’s most well-rounded HR & Organisational Development professionals. With her finger in every piece of the Human Resources pie, Colleen has trained 1000s of people across multiple industries and countries. She has conducted training department reviews in Soul, facilitated regional planning programs in Mumbai, deployed leadership programs across Australia, Singapore and New Zealand, to name a few.
Colleen has coached professionals to enhance the soft skills geared to increasing their employability, reviewed resumes and rewritten, created behavioural based interview training materials for workplaces, taught managers to conduct ethical behavioural interviews and has recruited employees at all levels of business, across multiple industries.