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28th December 2018

Do you need to recruit?

Recruitment.  Potentially costly.  Potentially time-consuming.  Potentially painful.

But do you always need to replace a person when they leave?  Well, ultimately sometimes yes but are there other solutions?

Have you considered sharing the workload across other staff members and increasing their salary?

Have you considered outsourcing the duties and responsibilities at a lesser cost than a wage?

Have you considered and looked into how technology could help?

I’m not trying to do anyone out of a job but just consider other options.

When someone leaves a company the initial instinct is to replace them straight away without analysing if they really need to be replaced. 

Do you have clearly defined job descriptions and roles?  Do you have documented processes and how to documents for those roles?  Do you know how long duties take to complete?  Are the processes as good as they could be? 

Do people within your organisation say things like ‘That’s not in my job description’ or ‘That’s not part of my job’?  Do you feel like some things take longer than they should?

By documenting and defining roles you’ll get a clearer understanding of what is being done, what needs to be done, who is responsible and how long it is taking.    

This sounds like a lot of hard work, but I believe the potential benefits far outweigh the initial time and effort you’ll need to put in.  Business is a long-term game, not a short one.   We need to stop looking for the quick fixes and start looking for the right ones.

Replacing people is usually always necessary but not always necessary, sometimes you can balance the workload and apportion the roles they fulfilled.

Whether you need to recruit or not, breaking down the duties and responsibilities within job roles would be a useful exercise.  When you next need to recruit it could well have been a very useful exercise. 

Even if you don’t need to recruit you will probably identify processes that could be improved, cut down time on tasks, free up time for people to spend on more beneficial things and increase employee engagement (if done correctly, and yes you can get this completely wrong!).

Always consider your potential options, one may work better then another or you may strike a balance between a few.


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