Don't just replace a leaver

Don’t just replace a leaver

Don't just replace a leaver

A colleague has resigned. Do you just look to replace them like for like or do you take a step back and see what you need? In this blog we will discuss what steps you should take when a position becomes vacant. It may be just the opportunity you need to shake things up.

1. Do you know what you need as an organisation?

The first thing to think about is to work out what you actually need as an organisation. Don’t just replace a leaver without properly examining what they deliver. If you are a growing organisation, did you create a role for that person to keep them motivated? Does the role content make sense anymore or are there several roles cobbled together? Would it make sense to split some of the objectives out so that you have a better chance of finding someone in the external market? Don’t just replace a leaver, recruiting a like-for-like role may not be the right thing for your organisation now?  

Similarly, if you are a company that is rationalising, maybe you need to combine some roles rather than having two people completing the tasks.

So the first step is to reflect on what the role added to your organisation and given the opportunity again, would you change it slightly? Maybe you would even re-write the job description or re-think the role completely? So don’t just replace a leaver. 

2. Write the job description & person specification

Contract of employment, recruitment

Once you are clear on the position you need, start to bring together the main elements of the role.  A well written job description can be a bit of a pain to pull together at first but once you have a clear understanding of the purpose and key accountabilities of the role, it will help you move to the next stage.

You can then go on to think about a person specification for the role – this is about the skills that a candidate must have to be able to complete the tasks of the role.  It can include required qualifications, experience and skills and you can detail those that are essential and desirable.

There’s nothing worse than a vague job description or having irrelevant qualifications as a requirement.  Providing a well thought out job description and person specification not only helps you as a organisation to know what you are looking for but also helps candidates. It helps attract those who might not ordinarily apply or equally narrows the field by candidates deciding they’ve not got the right skills / qualifications for the job.

This work also helps you to decide which candidates best meet the needs of the role. This will help you in the recruitment process. If you do decide to recruit someone who doesn’t have all of the essential attributes needed, then you can pull a development plan together that will close those gaps. 

Don't just replace a leaver

So in this preparation face for recruitment, make sure you take the following actions:

  1. Work out what you need.
  2. Design a role description.
  3. Decide what the essential skills, experience and qualifications are for the role.

Do you need some recruitment support?

Cornerstone Resources can help design and tailor your recruitment process. This will ensure you attract, select and retain the best candidates for your vacancies and for your organisation.

Contact us today by calling Rob on 07494 161169 or Nicci on 07908 875146  to discuss your needs. Alternatively, click the below button and we will come back to you. For part 2 of our series, click the right hand button!


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