The first part of any recruitment plan, before you even think of the type of person you want, is to decide whether a new employee is even needed. Positions shouldn’t be created just because someone is available for employment. Every employment position needs to be justified.

The reason for hiring a new team member may be because:

• A position becomes vacant
• You are planning for increased business and envisage more people will be needed
• A new position has been created

These points alone may not be enough to justify further recruitment. If it’s relevant it might be a good idea to re-evaluate every task already undertaken within your business. Analyse the tasks being performed and make sure you write them down.

• What are the tasks carried out in your organisation?
• Are any of the tasks no longer necessary?
• Can any of the tasks be eliminated? Can any of the tasks be re-organised to avoid a new position being created?

Once you’ve determined this information, you should be able to answer these questions:

• Is the position necessary?
• Can the work be absorbed within the duties of other employees?
• Can a lower paid employee perform the work?
• What is the productivity obtained from this position?
• Will the position be value-added?

Positions cost money – not only in the direct cost of employing that person, but in ongoing training and supervisory costs. Every job in an organisation must be able to justify its existence.  Take the opportunity whenever planning employment to revisit and re-evaluate task allocation within your business to determine whether it is really necessary to create a new position or refill an existing one.

There are many alternatives on offer to the traditional employee, there is no one size fits all. Consider contractors, Virtual Assistants & other outsourcing organisations that can often be more efficient, and certainly more cost effective than a fixed employee.  Talk to us today about your recruitment needs.