by Ken Vincent, Featured Contributor
Even in our personal lives we settle into a division of duties. Who does the various routine chores settles into, well a routine. That also happens in business. But, sometimes we fail to change our division of duties in business as conditions change. Staff comes and goes with different talents. Businesses grow and shrink. Everything changes over time.
Hiring a new person for example falls into a routine pattern. How long has it been since you evaluated that complex process?
These are the steps that must be, or should be, taken to fill a vacancy:
1. Define the need to fill the vacancy. Is this position really needed? Can it be handled by farming out parts of it to other personnel? Is it a short term need that can be covered by some overtime, or maybe some extra hours for an existing part time employee?
2. Defining what skills and experience are needed to fill the position. How long has it been since you reviewed the job description? Does it need to be updated?
3. Search for candidates. How is this done? Is there a better way?
4. Screening the applicants.
5. Making a final selection and hiring the person.
6. Orientation. Explaining the company, its structure, its philosophy, and how the new person will fit into the structure. Going over the “rules of the road”.
7. Training for the specific position. Introducing the new person to their co-workers, etc. Is OJT a part of this training and if so who is the trainer and is that the best person?
8. Evaluation in 30-60-90 days. Who does that and is it discussed with the employee?
So, who does all these duties in your business? How long has it been since you evaluated that as to efficiency and are the right people still doing the things they are best qualified to do? Do you leave this entire process up to HR? A department head? Do you become involved in this process and at what points?