What to do before you post or market a job opening

April 4, 2018 | Posted By: Connor Watkins

What to do before you post or market a job opening

The moment when a long-time employee either turns in their two weeks or (worse) is terminated can send any manager or small business owner into panic mode simply thinking about the hiring process. This leads to the classic knee-jerk reaction of posting the old, unedited job description and start recruiting. Unfortunately, a quick hire most likely will not be the best result in the long run and might even force you to do another hiring process sooner than you think.

So before you start stressing about the work that will not be completed if the position isn’t filled quickly, go through these four steps that Mind Your Business speaker Jane Willis recommends.

Look at the 30,000 foot view

Take a step back, look at your business structure and ask yourself:

  • Has technology impacted my business since I made this hire previously? 
  • Is there something about this position that has changed; meaning what this position needs to do or the skills that the position requires?
  • Have the objectives of my company changed?
  • Has my competition structured or restaffed differently from my business? If so, is that something I should emulate and benchmark?
Jane says that technology specifically is impacting how we do business and how employees engage with workflow . If you don’t assess that as well as the other questions above, you may make a bad hire.


Be intentional and carefully consider the specific role

“You cannot be affective as an employee if you are trying to do more than four or five lines of work,” says Jane. Make sure that the lines of work for the position tie in to a company objective, that they are being measured and, ultimately, being included in a performance assessment. If it’s not being measured or assessed, then it probably shouldn’t be on a job description.

And don’t forget that these skill areas need to be trainable because you won’t find someone that has all of these lines of work perfectly developed for your business.


Understand the culture of your organization.

Ask yourself: What is it actually like to work here? This can include:

  • the pace of work
  • interpersonal interactions
  • the environment more family/team oriented or more competitive,
  • time expectations: Is it 24/7,365 or is there space for separation? When I leave on Friday, am I expected to check my email over the weekend? Am I expected to call in at least twice while on vacation?

The answers to these questions, more specifically the time expectation questions, are particularly important to the millennial and Z generations.


Determine your company’s mission and values (What matters)

Write down what characteristics, ideals and ethics you are looking for in an employee and refer to them throughout the hiring and interview process.

About Jane Willis
Jane Willis has spent 30 in higher education working with hiring managers at small and large organizations source young talent in an ever changing global economy. She has also worked with thousands of students to prepare them for the job market during good and bad times.

During 17 years as a private consultant, she worked with numerous companies including large firms like Sonoco and Bank of America and small businesses to grow teams, build organizational structures and source and develop talent.


Photo by Helloquence on Unsplash