I’ve spoken to a number of clients recently who were proactively recruiting team members in preparation for expansion into a new market, or to “fix” a specific issue. Whilst recruitment might be exactly the right answer in those circumstances, I was surprised that these were the only options being considered. There are a couple of things to consider before you recruit for this reason:

 

What happens if the new market doesn’t shape up to be quite what you hoped? Or, what happens when the problem is fixed?

 

Is the problem you are facing one which is best changed by someone within the team? Do you require someone to challenge and question you at a level which may be tricky for someone new in post?

 

Can you afford the level of skill/seniority you need as an employed role?

 

You will usually seek to recruit someone who is a good fit with the culture of the existing team – but the challenge you face may require a more robust, challenging or assertive approach than you would look for in a team member.

 

For some challenges, the Nanny McPhee approach is the right one: Bring someone on to work with you when you need them, but don’t necessarily want them, let them leave when you no longer need them. Warts optional.

 

Before you place that job advert have a think about whether a fixed term role, secondment, or consultancy project might be a better fit.

 

 

Blog by Isla…