Five Key Considerations Before Opening a Role

"The best time to fire someone is before you hire them"

Leveraging the profound insight of Seth Godin—"The best time to fire someone is before you hire them"—our methodology starts by underscoring the significance of preemptive action in the hiring process.?

This forward-thinking strategy is pivotal in guaranteeing that, before you open a role,? you understand how it meshes with the organizational long term strategies.? A common pitfall is not spending enough time at this stage and then realizing you don't need that role or not the right timing.?

I find that writing down those considerations, like if you're a PM you're building a project?doc is extremely helpful. If you're in a Founder or CEO seat make sure your team is confident in tackling all those questions before hiring a full time employee.?

1. Strategic Alignment and Necessity

How does this role directly contribute to our strategic goals and vision?

• This question helps clarify the direct impact of the new role on achieving the broader objectives of the organization, ensuring it is not just a temporary need but a strategic investment.

Can the objectives of this role be effectively met through other existing roles or technology now or in the future??

• This evaluates the uniqueness and necessity of the role, ensuring it fills a gap that cannot be addressed by reallocating current resources or adopting new technologies.

2. Impact and Urgency

What measurable outcomes will this role directly influence, and how do these align with our current critical priorities?

• This question aims to identify the tangible impacts the role will have on the organization's key success metrics and priorities, ensuring the role’s contributions are aligned and significant.

How does the timeline for filling this role and their ramp up period correlate with our strategic milestones and objectives?

• This evaluates the urgency of the role in relation to the organization's strategic timeline, assessing how delays might affect achieving key milestones and objectives.

What are the immediate and long-term risks of not filling this role within the desired timeframe?

• This considers the potential operational, financial, and strategic risks associated with delaying the hire, helping to prioritize the role's placement in the hiring queue based on its impact on the organization's health and success.

3. Alternatives Considered

Have all alternative solutions been considered before deciding to open a new role? Examples:

Reassigning Tasks Within the Team:

• Consideration: Can existing team members absorb the new responsibilities without overloading them?
• Reason for Rejection: This option may be rejected if it leads to burnout, reduced productivity, or a decline in the quality of work.

Hiring Contractors:

• Consideration: Can a contractor with the required expertise handle the tasks on a project basis?
• Reason for Rejection: Contractors might be more expensive per hour, and there's less control over their work compared to full-time employees.

Outsourcing:

• Consideration: Is there an external company that can handle these tasks more efficiently?
• Reason for Rejection: Outsourcing might not align with company culture, and there could be concerns about confidentiality and quality control.

Offshoring:

• Consideration: Can the work be done at a lower cost in another country?
• Reason for Rejection: Time zone differences, communication barriers, and potential quality issues could outweigh the cost benefits.

Employing Fractional Workers:

• Consideration: Can a part-time or fractional worker meet the demands of the role?
• Reason for Rejection: Fractional workers might not be as committed or integrated into the team, which can impact cohesion and long-term strategy.

Automating with AI or Software:

• Consideration: Is it possible to automate the tasks using AI or specialized software?
• Reason for Rejection: Initial setup costs, the complexity of the tasks, and ongoing maintenance might make this option less viable than it appears.

For each alternative, consider the possibility of achieving the same goals at a lower cost. By thoroughly evaluating these alternatives, you might often find that hiring a full-time employee is not the most efficient solution. This approach ensures you make a well-informed decision that aligns with your company's goals and resources.

4. Budgetary Considerations

Is there a defined budget to support this role, and does it justify the expected value and impact?

• Ensure that the financial resources allocated to this role are available and proportional to its anticipated contribution to the organization.

A comprehensive list of costs here, with direct and indirect costs.

5. Long-term Sustainability

How does this role fit into the organization's future growth plans and workforce strategy?

• Consider the role's relevance and sustainability in the context of evolving market trends, organizational growth, and future workforce needs. How will this role evolve as the organization grows and our strategic goals potentially shift?