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Quite often when an employee hands in their resignation, businesses rush into filling the same role that the employee was doing. However, this is a great opportunity to review the whole of the business and reevaluate the requirements to ensure that you get the person with the right skills and capabilities to deliver the goals of the business. 

1. Define the role 

Take a step back, look at the current business and gather information about the job. Look at the purpose of the job, duties carried out by other team members, and consider what needs to be altered/added for the vacant role. Also, look at how the role fit’s into the structure of the business. By going through this exercise each time an employee leaves, the business can ensure that they have the up-to-date duties covered in the role. 

2. Speak to the employee who is leaving 

If you are filling an existing role, and the employee is leaving on good terms then it might be useful to speak to them to get their view on whether they think anything should be changed to make it work better within the business. Ask them if there were any bottlenecks that delayed tasks being completed. You could even ask the other team members if there is anything else to be changed in the role to make it better for the business. Remember that requirements change as the business grows, new customers come on board, and customers’ businesses change, which can have an impact on your business. 
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3. Pros and Cons of advertising internally or externally 

Once you have defined the role,, then consider whether you are going to advertise it internally or externally. There are no specific rules in relation to this. However, if you are advertising internally only, then don’t forget to let employees who are absent from work know about the vacancy or anyone who works part-time, temporary, or on a fixed-term basis. 
Promoting someone from within the business can create a good culture, retains skills and a good understanding of how the business operates and can stop your best employees from leaving. It also saves time on induction, explaining to the new person about your customers, spending time building relationships internally and externally, and management time. However, remember even those promoted within the business will need support or some element of training in the new role. 
On the other hand, there are times when someone new can bring in fresh ideas of working, wider experience and shine a new light to any initiatives or existing problems. Just because something has always been done a particular way, does not necessarily mean it is the most efficient way. 
To ensure that you have the best of both worlds, advertising both internally and externally ensures that you are recruiting the best person for the role and to benefit the business. 
Finding the right person for the right role at the right time is important  
to ensure that the business has the relevant skills and abilities. 
Please do not hesitate to contact if you would like to discuss the plan you would like to put in place. Taking HR from 'TO DO' to 'DONE'. 
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