Don't Hire Just Anyone - Page 2

Apr 25, 2008

Katherine Spencer Lee

Develop your strategy. Now, concentrate on the vacancy. Is it a priority to fill this particular role or is there a more pressing need for talents in another area of your group? Your analysis of your business plan, employee skills and workloads can help you better answer this question. Also consider whether you might distribute the responsibilities of the open job among existing members of your team and supplement their efforts with contract IT professionals. Solicit input from managers and employees on your staffing plans. They’re on the front lines and may see needs that aren’t readily apparent to you.

Don’t look to the past. If you decide to fill the vacancy, be sure to create a fresh job description that reflects current requirements and long-term objectives. For instance, your previous network administrator may have been there when your firm was growing and launching larger IT initiatives. Now that business has slowed down, you may need someone who can focus more on recommending cost-saving tactics and maintaining existing technology, and less on implementing upgrades and developing strategy.

Taking the time to assess your needs carefully before filling vacancies can ensure you’re investing your payroll budget wisely. You’ll find that you’re making smarter staffing decisions that not only address your short-term demands but also position you for success in the long run.

Katherine Spencer Lee is executive director of Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations in North America, South America, Europe and the Asia-Pacific region and offers online job search services at

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