A common topic in the community and in its library is about suggestions or ideas for job descriptions. After establishing a job description, many groups have time and expense in promoting a job opening to get it filled. What about once the employee is hired? Have you considered the expenses in time and money that will be dedicated to training and managing them? Let's review a few categories to consider:
- Recruitment fees
- Time spent in interviews
- Office Equipment
- Consumables or Supplies
- Special Purchases (tools, phone, computer, etc.)
- Administrative (including IT), Business and Human Resources
- Training and Orientation
Just in the first few weeks, you already have a heavy investment, so you will want to choose wisely for a new employee. If you make a questionable hiring decision, this investment is in jeopardy. So what would be other cost benefits vs. cost impacts to consider in a periodic review?
- Efficiency: Is work being properly performed, or are time and expenses being spent to rectify work issues
- Team environment: are there personnel feeling divided or withdrawing from this person, or are they feeling as they can work with them?
- Congeniality: working with the people you are serving vs. estranging them
- Morale: does this person bring the team up or cause dissention?
- Serenity: are they causing worry, anxiety or frustration vs. bringing peace, trustworthiness and dependability
- Resolution: are they causing issues or bringing solutions to problems?
These characteristics have an influence on time and budget, so be sure to fully define and set expectations in detail around the following:
- Describe the job.
- Define the job's functional requirements.
- Skill sets that will be necessary.
- Responsibilities for the job's performance.
- Credentials needed.
- What is your "mission statement"? Define what goals or needs your group is dedicated to.
- Problems that will need to be solved.
- Behaviors that support the professionalism of the job (it's not just what to do, but also how the job is handled).
- Expectations on manageability and teamwork.
- Define your "must haves" vs. "nice to haves".
- Any additional special requirements.
A typical number to consider: 80% of problems are caused by 20% of your personnel, 80% of productivity is done by 20% of your team, and 100% of managing personnel may fall upon you. If you set the expectations in the beginning and stick to those expectations, you'll find hiring and managing your new personnel to be a smoother process.