Avoid Filling a New Position With a New Employee
Published: Aug 10, 2005
Before you hire a new employee to fill a newly created position consider the risks.
Why combine two sets of problems when they can be separated and dealt with one at a time?
- Any newly defined job description requires adjustments as the job is performed:
- a different set of skills may be required
- the desired outcomes may not be as first perceived
- on-the-job research may uncover unforeseen circumstances
- competitors' reactions may change your game plan
- Any new employee has a different set of challenges:
- despite thorough selection procedures, the person may not fulfill your expectations
- building a trusting relationship requires time
- matching a person's set of values with your existing organizational culture is a tricky manoeuver
- cancellation is very costly
Consider some of these alternatives:
- engaging a temporary employee with developmental and related skills
- advancing a trusted part time employee to the full time position
- negotiating a secondment by moving and testing trusted associates
- training and promoting a trusted employee
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- Dealing with one set of problems at a time.
- Creating more options for change.
- Reducing the risks related to adding a new person to your people mix.
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