PART TWO: What to do when your communications director quits
Written by Katie Test Davis
Last week, we confronted “the great resignation” impacting our teams and organizations. We walked through what to do when a colleague resigns and the immediate steps you should take to prepare yourself for success. We included recommendations for how to temporarily transfer tasks and reassess the role itself, as well as how the position fits in your organization.
This week, in the second part of our two-part series, we’re diving into hiring. Good hiring takes time, patience and clarity—so the sooner you start the process after receiving a resignation, the better.
Here’s where to start:
Create and Post the Job Description
I prefer a job description that has two main parts: first, the functions of the role, and second, the qualities of an ideal candidate. Include the core responsibilities, day-to-day activities, management functions (formal and informal), and then your must-have qualities. The Management Center has some great tools for hiring, including how to suss out your requirements for the role.
Then it’s time to share. Like any good communications campaign, think through where your ideal candidate will go to look for job listings. If you’re an organization, consider the biggies such as LinkedIn and Idealist, but be sure to also post the job on any function-specific job boards. If you’re a school district, consider association listings such as NSPRA.
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Interview Candidates
Now this, this is where the magic happens. I have run hundreds and hundreds of interviews—both for our clients and for ourselves. I secretly LOVE interviewing!
We think the perfect interview process involves a few key components:
A meeting with the position’s supervisor, direct reports and teammates
A meeting with the organization’s leadership, if applicable
At least one exercise that simulates a critical task the hired person would lead. Sample exercises could be preparing two social media posts, crafting a project management email or editing a press release.
Note: While this is an absolutely critical step in making sure you hire the right person for the role, we recommend paying candidates if your activity is going to take a significant amount of time (two hours or more is a good rule). We also recommend creating faux scenarios so candidates know you won’t use their work in real life. As context, our interview exercises at Forthright take 15-ish minutes, but will tell us a ton about candidates’ skillsets.
We strongly recommend asking behavioral interview questions that help us understand a candidate’s experience. Instead of asking about how a candidate would handle a task, ask them about a time in the past when they DID handle that task—and then probe for more information about their experience.
So for example, if you want to know how a candidate would handle a troll on Facebook, ask them to tell you about a time when they had to manage negative social media comments. Make sure they describe the scenario in full. We like to use the STAR acronym here (Situation, Task, Action, Result) so you get the full picture. Read more about the STAR approach on Indeed.
Here are a few of our favorite interview questions to ask potential teammates.
Plan for Onboarding
Once you’ve selected your candidate and made your offer, do NOT—I repeat DO NOT—tap out now. A good onboarding process saves an incredible amount of time later and is ALWAYS worth your effort up front.
The first three months in a role are arguably the most important for you to ensure success. Your onboarding process should include not only logistics, but how the role works inside your organization, so this person knows the importance of their work and how they fit.
Also, don’t forget to make everything explicit. Clarity is kindness, and things you think should be obvious almost never are. Here’s a great post from Forthright favorite Ask A Manager on great onboarding.
We know it’s never easy when a colleague leaves, but with this process, we’re sure that you’re going to find a great new teammate to help your organization evolve. Plus, new ideas and fresh thinking always lead to growth.
There’s plenty of exciting times ahead for you friend. Congratulations on the new transition.
