Well, because of whatever previously happened with the position. Sometimes you need to revamp an earlier version of the job description because of a fabulous employee who doubled the scope of responsibilities. There are three instances when a positions history can be just as important as other job requirements.
There are three instances when a position’s history can be just as important as other job requirements. Read on to learn how you can incorporate it into the hiring process and find the best applicant for the role.
It’s kind of funny to start by saying it’s super important to include a position’s history when there is none — but in this case, it’s absolutely integral. We often think about how challenging it is when you have “big shoes to fill,” but what about when you have no shoes to fill? That translates to no predecessor to train you, no established systems and procedures, no one to tell you what has worked historically in a given situation.
In these instances, you must hire someone with an entrepreneurial spirit — someone who thrives on innovation and finding creative solutions. Additionally, you need someone who can manage up — a master communicator who can tell you when project A took twice as long as anticipated, when project B is a flop, and when project C bears further consideration.
It’s not just that this employee does a superior job — he transformed the role. He used unique talents (think: a photographic memory, exceptional public speaking skills, or the ability to build strong relationships with notoriously difficult clients) to innovate and fundamentally change the position.
Frankly, the stakes are higher this time around. You had prepped your major stakeholders for the fact that the person they’ve dealt with for the past few years was leaving, you made the introductions to someone new, and you now have to tell them there will be another new face. Lots of turnover can make clients and co-workers feel antsy (especially if the interim hire messed things up), so it’s important you get the next hire right.
It’s natural to be forward-focused when searching for a candidate to join your team. But, if you let the position’s history help guide the hiring process, you’ll have a better chance of finding the right person. Read more…