Recruiting Employees Leave

When an Employee Leaves

Conduct an after the process audit to reevaluate the position, understand the deliverables and specify the expectations of a new hire.

The first reaction when an employee resigns or is terminated is understandably, “Who’s going to do the work? Let’s get someone in here quick.” But now is the time to stand back and reevaluate your organization and how the position fits within it. Does the vacancy need filling, and if so, in what capacity?

A better, more effective course of action begins with looking at the departure as an opportunity to possibly redefine the role. Ask yourself the following: Are there responsibilities that can be put on someone else’s job plate? Can any tasks be eliminated altogether? Can the job be reclassified to part-time? Can the role be advanced, enhanced? How can this position’s deliverables benefit your company’s current or future business plan?

Defining Success

Now that you’ve spent time analyzing the role and are ready to recruit, it’s crucial that you define what a successful new hire will accomplish. In addition to defining ideal professional characteristics, determining what the job entails, and deciding on the salary, it is time to be specific about what you will expect from this person in their first few weeks, months and even years. The consequences of not creating what we call a Sucess Profile at this stage can be costly, damaging, and ineffective.

Success will depend on what your new hire can achieve. The Success Profile helps you look ahead and list specific goals for this person. Let me give you some examples of terminology you might use in developing goals for a new hire;

  1. Within 30 days: Understand the administrative and operational position responsibilities. Become familiar with the stakeholders and their roles; company resources, goals and objectives. Assume day-to-day management of the administration of the firm. Be able to evaluate, identify options, and make recommendations for addressing issues as they arise.
  2. During the first 60 days: Conduct a thorough SWOT (Strength, Weaknesses, Opportunities and Threats) analysis of the controller functions to: (a) ensure compliance and correct any issues as needed; (b) identify priorities.
  3. Within 90 days: Meet all the key customers.

In other words, you have detailed what will they have done, not just what they may be able to do. In contrast, here are some vague job requirements. These do not define or measure success.

  1. Is candidate organized, and possess good time-management skills?
  2. Is candidate good with people?
  3. Does candidate have five years of experience?

It’s at this stage, before the want ad is posted, that you define specific goals for the new hire and your organization. You’ll more easily identify the best recruit and that person will know the exact expectations, helping him to not just fit in but to succeed.

Investing in Your Success

Completing the Success Profile can be one of the hardest and most time-consuming parts of the recruitment process. But we consider it an investment. In the long run it will help save time, effort, and even money during your search. It will increase the chances of a successful recruitment.

Curious about what a Success Profile contains? Download sample Success Profile and see why they would make you successful recruiting your next positions.

Need Help with Your HR Recruiting Process? Ethos Human Capital Solutions is driven to help you maximize each recruiting assignment to hire the best-qualified person for your open position. Starting with a Success Profile, we help you outline the key responsibilities and goals to find the perfect match for your open position. Contact us to learn more about our recruitment services.