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STEP 1: - Know your business and the Agency

Be focused – ensure you’re not just slot filling! Be prepared to decide that a role doesn’t really exist, or that the role doesn’t need to be filled now.

As a manager it is your responsibility to shape the workforce of the future through balancing current and longer term needs. Before you start you need to know the frameworks you’re working within.

Can you tick the following boxes?

• I know the business objectives and direction of my team/Business Unit/Group – in six months, in twelve months…
• I am up-to-date with the Agency’s recruitment policies and guidelines.
• I understand the implications, for my team, of the Agency’s workforce planning strategy.
• I have thought about a workforce plan for my team.
• I know the career aspirations and developments needs of my team members.

When determining the current and long term needs of your team within the existing frameworks consider the following:

• Are there alternatives to filling the role?
• Have I factored in changes to government policy, economic conditions and the Agency structure and direction?
• Is your team likely to be involved in the shift towards greater cross-portfolio collaboration, or a shift towards a new business focus or area of expertise?

Now is the time to put the selection team together. Once you have decided that the vacancy needs to be filled, decide who else will be involved. Contact them now and set aside time them for the selection process.

Action:

Contact selection panel members and set time aside to plan the process, undertake short listing and interviews.