I was recently approached by an environment, health and safety (EHS) colleague to suggest people who could possibly fill a staff vacancy. My colleague had little experience in hiring, since budget reductions and “ranking and yanking” had been all that was demanded over the last decade or so. To this point, replenishing the “bench” had remained a dream. I’d like to share the points I asked my colleague to consider and get your reaction.
- Ensure you have support for the budget increase: Your leader and your key clients must support the expenditure and accept your assessment of the value added. A solid business case exists for improving the value-added services provided to clients.
- Ensure your new hire advances your functional vision: Resist hiring to cover one-of-a-kind projects or cover temporary increases in workload. Seek temporary help to get you through. Also don’t hire to cover the inadequacies of a poor performer. Resolve any performance issues you have and keep this need separate from your hiring decision. Fill a position which momentum has already created and resist “staffing for growth” that is just around the bend.
- Think paradigm shift: Don’t rush. Step back. Dream a little. Resist the like-for-like option. What is the competency mix that increases your bench strength and allows you to advance your service offerings and better meet client needs?
- Be patient: Now you have the green light make a wise hiring decision. Take all the steps necessary to ensure you feel good about your hiring decision three years from now. Do your homework. Ensure you have the character, chemistry and competency boxes ticked.
What do you think? Your input to these points are welcomed and appreciated.