Hiring the right person is the first step in mitigating turnover. Do you know what you really need for the role to be successful? As a manager, it is important to identify the TRUE duties of this position so you can recruit individuals with the right skills.

Many times projects are delegated and managers may not be aware of the scope and implications of any changes, making it a challenge for them to know exactly what each team member does at a tactical level. Often companies either do not have a formal job description, they simply dust off an old one, which may no longer be a true picture of the position, or they make the description too vague.

To make sure you are hiring the right person for the job, follow these three steps prior to the start of the recruiting process.

    1. List the responsibilities of the employee who currently holds the position. If they are still on board, get their input. If not, ask others in the department to weigh in. No one knows better what an employee does than his/her team members.
    2. Scrap the current job description if it doesn’t align. Start over if needed or update with current duties. Be sure to assign a percentage weight to each responsibility.
    3. Include any additional responsibilities that may fall within the purview of the position.

By taking the time to go through this process, not only will you be able to clearly describe to interviewees what the position will entail, but team members will be happy with someone new that truly aligns with the expected functions of the job.