Right now, one thing is clear: your team is ready to hire. Whether you’re working to fill a vacancy, add extra capacity, or are creating an entirely new role, your team has agreed that the organization needs extra support — the sooner, the better!
While it’s tempting to jump right into recruiting, it is important for leaders to take a breath, pause, and strategize. How can you get the most out of the effort you put into recruiting? How can you make sure that the candidate you hire truly fills the gaps you need to fill? What steps can you take now, before you dive in, that will make the search clearer, simpler, and more effective?
You can answer all of these questions and more with just a little bit of internal discussion and alignment. Here are five questions to ask internally before you press “publish” on a job posting:
1. Do we have any major skill gaps on our team?
Every time you hire a new employee, it’s a mini opportunity to shake things up. If there is a key competency, skill, or area of expertise that is missing from your team, now may be the perfect time to close the gap. Ask team members what they think their department struggles with the most. While this is not always an easy question to discuss, it can yield incredibly helpful insights about your biggest gaps and areas for improvement. Knowing these gap areas can help you identify candidates who may be able to bring key strengths that will benefit everyone.
2. Are there qualifications this person absolutely has to have?
This is a standard but essential question to ask ahead of time. Are there any “non-negotiables” for this role that a candidate must have in order to succeed? The answer to this question might be framed in terms of years of experience, certain kinds of workplace experience, or specific certifications and professional designations. Once you identify these, it’s critical to call them out as non-negotiables in the job posting. This saves you and candidates time and effort, guaranteeing that only those who pass the “non-negotiable” test will be in your initial interview pool.
3. Can we refine the description of day-to-day activities?
When you’re looking to hire quickly, it can be tempting to use a boilerplate “duties and responsibilities” list in the job description — especially when you’re hiring for a well-established role. But, when you take a moment to really examine the job description, you may find it really needs to be updated. Often, key responsibilities and duties change over time, especially as company priorities and structures shift. Have a conversation about the key day-to-day tasks this employee will be responsible for. What activities will this person need to complete? What daily activities would contribute to true success and efficiency for the department? Once you agree on these items, make sure to include them at the top of the job description.
4. Does this role have the right title?
Now that you’ve updated the actual job description, it’s time to take a second look at the title. Does the job title still truly capture the day-to-day activities this person will be completing? Is it likely to attract candidates with relevant background experiences and the right qualifications? Don’t be afraid to rename the role at the eleventh hour. Because it’s a wide market, and many candidates are doing broad sweeps of job boards, it’s important to accurately label your role so that outstanding, right-fit professionals can find it when they’re searching.
5. Is there an opportunity to partner with an outside agency during the recruiting process?
Part of preparing for a successful recruiting search is getting the right people in place. It’s important to assess your team’s current capacity to take on a job search. Do you have enough internal resources to make the search a priority? If not, how would partnering with an outside agency potentially free up your team’s time and energy? Consider establishing a partnership with an outside recruiter ahead of time to ensure a smooth, steady hiring process.
Upfront Strategy Leads to Long-Term Gains
In today’s competitive job market, attracting top talent requires more than just posting the same old job opening. It requires strategy, thoughtfulness, and true planning to ensure that your opening not only attracts the best candidates, but also allows you to hire a candidate who can fill in the gaps, collaborate well with your team, and meaningfully contribute to your organization’s key priorities. A little bit of strategy up front can go a long way in contributing to long-term success!
For more insights around healthcare leadership, subscribe to Lauren’s LinkedIn newsletter, Leading in Healthcare. Lauren Bencekovich is the founder and Managing Director of Lauren Recruiting Group, a boutique healthcare recruiting firm that matches healthcare executive candidates with hospitals and health organizations. Looking for an outstanding C-Suite candidate? Visit our contact page to schedule a 30-minute intro call with one of our team members. We look forward to connecting and matching you with a top-tier candidate!