Are You Ready to Hire?
Receiving an unexpected resignation can really throw off your team’s ability to keep up quality and productivity standards. It’s not uncommon for companies to panic and rush the rehire process. However, what starts as good intentions can often result in a chaotic situation that actually delays the process of hiring a replacement.
Applications and resumes sit on desks for weeks, hire dates are rescheduled multiple times, and ultimately, you may even lose a candidate due to the prolonged process. Even worse, you could choose the wrong candidate because you’ve rushed certain steps to make up time lost on delayed steps.
If you find yourself struggling to quickly hire replacements and are ready to break the cycle of long and painful hiring campaigns, here is a checklist to make sure to know are you ready to hire your next candidate.
Reprioritize Team Workload
As soon as you receive notice of a resignation, your next call must absolutely be to the team lead, requesting a strategy session. The truth is, no matter the role, a gap in labor always means added responsibilities for the rest of the team. Having a plan in place on how the extra work will be redistributed, will not only alleviate many productivity issues before they arise, but will also keep moral high, so one resignation doesn’t turn into multiple resignations. Check for special projects that can be tabled or deadlines that can be pushed a bit. Remember to account for the time your team lead will need to be involved in the interview and onboarding process to come. Also, bear in mind, a new hire will not work productively for quite some time and will likely make mistakes that will take time to fix. Don’t forget to account for this when setting team expectations for the next 3-4 months.
Review Position Details
Before you post your job announcement and position, review the material to make sure the content accurately depicts the position as it exists now. If you are considering any changes to the job description or compensation package, now’s the time to do it.
Create a Timeline
The most common reason to lose a candidate is timeliness. Active candidates are ready to move and are likely applying at more than one company. If your hiring process is drawn-out, candidates are likely to accept another offer. Set some clear dates for application deadlines, interview rounds, offers, and start date. Creating a timeline also helps you account for events that might otherwise delay the process, such as quarter reporting, audits, or other annual events.
Review Onboarding and Training Material
Have you ever hired someone and discovered the training material is outdated just days before they are scheduled to start? By this point, your options are to delay the start date or bring them on and prolong the training process as you simultaneously work to update the training material. Not only is this frustrating for all involved, it can also be very costly. If you review your material before you begin the training process, you can have your HR department begin revisions, while they wait for applications and submissions to come in.
When done correctly, filling a labor gap can actually be a wonderful opportunity. With each hire, your experience in selecting candidates continues to improve as you build your core team.
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