It’s Tuesday afternoon and Dave, your finance manager, walks into your office with an envelope in his hand. You think, “Uh oh, he’s resigning.”
He indeed resigns, and the moment he leaves you grab the phone to call HR. “I need to replace Dave. Please start recruiting another finance manager, pronto!”
Down in HR, Sheila looks up the old job description, asks if you want any changes, and gets the job posted on a few job boards. Weeks go by, and as the resumes roll in, you efficiently weed out all the people who are not currently in a similar role. You’re thinking, “I don’t have time to train someone to do this job, I’m already weeks behind.” In the interest of saving time, and because you are now understaffed and overworked, you only select the resumes that appear to be the closest fit to the job.
But you actually started wasting time the moment you called HR, because you failed to ask the right question before you hastily launched into your recruiting effort.