1. List out the top 5 responsibilities that this role must deliver in the first 12 months.
This is not about listing out tasks or requirements, it is about listing responsibilities. There is a subtle, but important difference between a task and a responsibility.
A task is something that people do. A responsibility is something that an individual takes ownership of and is responsible for.
So, think about this, what are the top five responsibilities that the role requires that align with the role's three KEY BUSINESS OBJECTIVES. Read more about that here.
Once you have listed the top 5 responsibilities, you then need to allocate approximately how much time should be spent on each one.
For example if you are hiring for a Sales Director position and one of the responsibilities is to increase conversions in win-rates from sales proposals to sales completed, then how long will that take to achieve?
3. What are the main relationships that this role will engage with in the first 12 months?
Relationships in the workplace are so important. This role may require a relationship with the owner, the CEO, the board or other departments and strength of internal relationships with other departments might be one of the critical success factors in the role.
I suggest that you take some time to think about what relationships this role has had in the past or if it is a new role, what relationships will it have to be successful?
Also think about external relationships. Perhaps with suppliers or customers. How have they been managed in the past? Where did success or failure happen? What should be done to improve on those relationships. Even better, speak to them directly and ask how they would like to be engaged and what frequency and method of communications do they prefer? You might find some home truths that will be invaluable when then hiring for the role, thinking about personality types that will align well with what your customers and clients like!