Blueprint for Success: Strategically Crafting and Filling a New Role in Your Organization

by Caitlin Curry | Apr 19, 2024 | Church Growth, Leadership

Your organization is growing, the workload is becoming too much for your current staff and even may require shifting obligations to a different role. One problem—that role does not currently exist.

Now what?

Creating a new position within an organization is an exciting endeavor; it means growth and new opportunities. However, it is a process that requires strategic planning, especially when it comes to defining the new role and selecting the ideal candidate. Here is how to approach crafting a new position and selecting the right candidate for it.

Step One: Craft the New Position

  1. Define the Purpose and Objectives: Clearly define why the new position is necessary. Define the objectives and how this role will contribute to the organization’s overall goals. You will want to include how this department is beneficial to other departments in the organization and identify where there may be overlap.
  1. Develop a Job Description: Create a comprehensive job description that outlines the responsibilities, required skills, and experience. Ensure it aligns with the department’s objectives and the company’s mission. When it comes to creating a pay scale, it is best to do research regarding the industry standards to ensure you are being competitive in the market.
  1. Consider Organizational Culture: The new role should reflect the organization’s values and culture. Consider how the new role will fit into the existing team dynamics and contribute to the organization’s overall culture.
  1. Plan for Integration: Determine how the new role will interact with existing departments and positions. Define processes for collaboration and communication to ensure the new hire is integrated smoothly into the organization.
  1. Accept Feedback: Establishing a new role can affect a broad spectrum of people. It is a good idea to talk to key players who will interact with this role and determine if there are specific needs that can be added to the job that will benefit the bigger picture.

Step Two: Select and Interview Candidates

  1. Look for Cultural Fit: Have you heard the term ‘personality hire’? Beyond technical skills, it is crucial to find someone who not only aligns with the organization’s culture but can make a positive contribution and create a cohesive work environment.
  1. Assess Adaptability: In my last blog, we discussed how leaders must be ready to adapt, as change is the only thing we can be certain of. Given that the needs of the organization will continue to evolve, candidates should demonstrate flexibility and adaptability.
  1. Evaluate Leadership Skills: If the role involves leading a team, assess the candidate’s leadership style and experience. They should be able to inspire, motivate, and guide their team toward achieving departmental goals. Look for hidden gems! Just because someone can excel at the task does not always translate into leading that team. There will be worker bees and queen bees—make sure you are looking for the correct qualities.
  1. Conduct Behavioral Interviews: Use behavioral interview techniques to understand how candidates have handled situations in the past. This can provide insights into their problem-solving abilities, teamwork, and leadership. A lot can be learned from hearing even how a person speaks about a situation.
  1. Involve Multiple Stakeholders: Include various team members in the interview process to get different perspectives and help assess how the candidate will interact with potential colleagues or different personality types. This can be accomplished by additional rounds of interviews or even by implementing a panel-style interview.
  1. Consider Long-Term Potential: Look for candidates who not only fit the current needs but also have the potential to grow with the organization. Assess their career aspirations to ensure alignment within the organization’s growth track.

Whatever the role, you can guarantee that by being strategic, building a strong foundation, understanding the holes this role will fill, and identifying your ideal candidate, you are sure to find the perfect fit.

Interested in more leadership consulting or looking for help in your candidate search? Let the experts at Infinity Concepts help! CLICK HERE or call us today at 724-733-1200.


Caitlin Curry

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