How to Tell If You Really Need to Hire Someone

Just because an employee leaves your company, or other employees complain that they have too much to do, you don’t necessarily have to hire a new employee. If you take the time to assess your staffing needs, you may find that you don’t need to refill a vacant position — or create a new one. Instead, you need to shuffle some job responsibilities or make a different hire in another department.

 One way to find out is to ask outgoing employees to speak with you candidly about why they’re leaving. Do they not feel challenged? Did the job require things of them they didn’t anticipate? Did they not see enough room for advancement?

 The answers may provide clues for finding the right replacement. You will gain an understanding of the essential skills and personal qualities that a particular job requires and whether it should be a full-time, part-time or multiple-employee position. Outgoing employees can also make suggestions about how to reshuffle the workload. Perhaps one chunk of the outgoing employee’s workload complements what another staffer is already doing, or maybe a current staffer is more suited to the position than someone you would hire from the outside.

 Whether you are filling a vacancy or creating a new job, often it is best to begin by bringing in contract help. A contract employee is a cost-effective way to determine what kind of help is really required. If you discover that you don’t need the position or you want to revamp the position, you don’t have to worry about firing or laying off a contract employee. Contract employees may also prove good permanent hires — you can try them out without the risk of being stuck with them forever.

The next time you have a vacant position, think about these important issues:

What sets your company apart from the competition?

What skills will keep that advantage?

What types of positions will best attract those kinds of people and best use them within your organization?

What skills do you have in-house? What types of skills would complement those that you already have?

 The biggest challenge — and the most important — is planning ahead and estimating your needs. Finding good employees always takes longer than you expect.