Grow Scale Succeed is a new initiative to help the small business community in Ireland. As we approach full employment, creative concepts must be employed so that small firms can continue to grow, scale and succeed. Smart hiring is one of those creative ideas. I did a piece to camera recently for the SFA on a smart methodology for hiring and I referenced the questions you need to ask before you start hiring. This is the list below:
- Why does this position exist? Why is this position necessary – ‘its reason for being’?
- What are its major duties? (Like what, what else).
- What are its major responsibilities?
- What knowledge and skills are required for superior performance?
- What are the targets for and critical measures of performance – the Key Result Areas?
- What are the critical success factors of this position?
- What are the limits of its authority?
- Is there administrative duty associated with this position?
- How much travel does this position require?
- Does this job interface with other departments? (Which departments).
- What is the length of the average workweek for this position?
- Does this position require frequent interaction with others? (Who).
- Is this a leadership and coaching position?
- Does this position require an organisational/corporate understanding?
- How does this position affect the delivery of our products/services to the customer?
- How does the effectiveness and efficiency of this position affect the bottom-line of the company?
- How does staying abreast of industry or job-related knowledge impact the success of this position?
- What results reflect superior performance?
- Do these explain why the job exists or how the job is done?
- Are these results distinct from each other?
- Could another position in the org chart achieve these results more effectively or efficiently?
- How might we measure these results?
- What obstacles hinder creating these results?
- Are these results significant to the organisation?
- Are these results dynamic, motivating and in alignment with the organisation’s values?
- Who are the position’s internal and external customers?
Sample Answers:
- Why does this position exist? Why is this position necessary – ‘its reason for being’?
- Being a trusted advisor- people appreciate the advice- be inspirational & motivational- communicate with people –helping people discover what they have to do
- To show leadership to teams- lead by example- lead from the front
- We develop our teams as relationship managers
- To create the Big picture perspective
- Appreciate be on top of role and be positive- avoid negativity
- Block all negativity as a leader
- Exists to set standards on how we formulate growth strategy for future and how we govern ourselves
- Sets the Culture of the organisation- internally and externally
- Grow the business, secure business and deliver on the business model
- Build a good team and strengthen our business model
- Culture & Governance responsibility
2. What knowledge and skills are required for superior performance?
- Creativity good listener, drive team player, positive, leading by example
- Problem solver, creative and innovative, ability to think outside box
- Well structured with defined responsibilities to give guidance and leadership–seeing the bigger picture
- The ability to delegate
- Motivational –getting the buy-in of people and teams
- Excellent time manager- manage time in the best way
- What are the critical measures of performance – the Key Result Areas (KRAs)?
- Retaining of current contracts and getting new contracts –focus on quality professional expertise
- Adding shareholder value –is a strong measure of performance
- Setting and achieving goals, targets budgets
- (Personal) Personal Satisfaction from achieving goals
- (Personal) Security in positions is important
- Culture: creating and developing
- Results – what are the end results?
- Creating and monitoring reputation and perception in the market place
- Team motivation and delegation internally
- What are the limits of its authority?
- No limits beyond shareholder value to grow business in an ethical way
- Agree on authority with Communications in reaching decision making
- Defining responsibilities –where everyone is aware
For further resources on hiring look up grown scale succeed at the Small Firms Association here