Prioritizing Jobs for Hiring

Which positions should take priority in company hiring? While the answer to this question varies from business to business and industry to industry, we’ve outlined for you five points to consider when endeavoring to systematically fill open positions.

1. Study your organizational structure.


Looking at a visual map of employees and their charges can help you decide which positions are most critical to fill. Priority does not necessarily fall to the highest position. Perhaps it is a lower-level manager whose absence is most disruptive. Maybe one position can be temporarily covered by existing employees without much hardship, but another position left open is far too taxing on the remaining workforce.

And don’t forget about non-management openings. A company rests on the many entry-level positions at the bottom of the chart. Put off hiring open positions here for too long, and your company begins to crumble.

2. Consider the bottom line, greatest revenue lost or gained.

How much is a particular vacancy costing your company? There are a variety of vacancy calculators available to companies, based on sales quotas or total company revenue. The higher up the position, the more it costs a company to keep it vacant. Revenue can also be lost in less tangible ways when unfilled positions start to wear away at the creative vision and momentum of a leadership team, resulting in deflated company culture.

3. Divide time between easy-to-fill and hard-to-fill positions.

Are there positions open in your company that are relatively simple to fill? Rather than spending all of your time searching for candidates for those hard-to-fill positions, divide and conquer. Dedicate part of the day to housekeeping – chipping away at the regular influx of resumes, interviews, and onboarding procedures that are essential for basic company functioning.  Block out another portion of the day for upper-level or other more complex positions. Both tasks are necessary, and while it is tempting to devote days to chasing down stars for your C-suite team, time must be given to more-standard hires, as well.

If splitting your efforts is not working, consider contracting with a recruitment agency for upper-level, time-intensive hires; this allows you to keep your business running smoothly and also ensures that the necessary time and attention are being given to big hires.

4. Let the size of your company influence your decision.

The needs of a startup vary greatly from the needs of a large, well-established corporation. If you don’t have an office administrator available to answer the phone and coordinate product delivery, it would be unwise to make the hire of another high-level manager/visionary top priority.  Larger companies can often be more flexible, prioritizing hires according to current company goals, which leads to our next point.

5. Look at company-wide goals to discern whether you need to focus on growth or maintenance.
Is your company currently succeeding in meeting product demand with efficient, quality supply? If so, perhaps hiring focus should shift to areas of potential growth and development. This could look like hiring a creative director, adding to your marketing team, or bringing a previously-contracted department in-house. Companies who are, on the other hand, dissatisfied with basic product-development/product-sales functions may want to pour their efforts into building and maintaining their current workforce.

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