Due to the leadership roles and skills Smeal students gain through professional associations, organizations, and work experiences, graduates are often hired directly into management positions, or they are quickly promoted to be supervisors.
When the tables turn, and you become a hiring manager, what should you initially consider when preparing to hire a new employee?
When an employee resigns, the urge to fill that position as quickly as possible is natural. It is tempting to rush the search to avoid having to take on extra work individually or as a team. To avoid creating a long-term problem with a short-term solution, take time to consider the requirements and skills necessary to do the job effectively. Reflect on what the last person in the role did that was essential, what they did well, and where they missed the mark. Perhaps the last person in the job performed a task especially well. Is that particular task still necessary or should it be adjusted in some way, perhaps automated or outsourced? Does a specific task better align with someone else’s job? Now is the time to reconsider all facets of the position.
Once a job announcement moves through the authorization process and is approved by HR and advertised, it can be very difficult to adjust or make exceptions to the advertised minimum requirements. For example, if you require a minimum of a bachelor’s degree and someone with an associate’s degree and twenty-five years of direct experience applies, they may not be eligible to interview and hire because a bachelor’s degree was listed as the minimum requirement. Some organizations will consider experience equivalencies in lieu of education. Before advertising the position, it is best to know if there is any flexibility for interpreting the job qualifications and requirements or listing them in the announcement in a way that allows flexibility in considering experienced candidates.
You may be tempted to list numerous skills and qualifications for your ideal candidate. Keep in mind that the perfect employee is difficult to find. Even when you find an excellent candidate, that person will be in high demand and be able to command a salary that your company may not be able to pay.
To move through the hiring process as smoothly as possible, be sure you understand the salary range, HR job classification category, and hiring procedures. Does your company practice blind hiring to remove identifying information such as sex, gender, and race, from resumes and applications during the initial screening process? Are you required to assemble a search committee and if so, how much weight do they have in the hiring decision? Must you conduct a minimum of three interviews and include your supervisor in the process? What are the reference and background checking requirements? Does HR handle reference calls or does the hiring manager?
These considerations are by no means exhaustive. Consult with your HR representative and talk with other hiring managers in your company to avoid common and costly mistakes as a first-time hiring manager.
Read about What to Look for in a Resume as a New Hiring Manager.
