Five Tips to Hire a Great Coordinator for Your Business
When you need general project assistance, whether it is planning a wedding, organizing a busy schedule, or executing a marketing plan, you’ll want a talented coordinator to be by your side. Because a coordinator’s role can vary depending on the job, they should be flexible, nimble, and a natural multitasker. If you are in need of hiring a coordinator, here are five tips to help you identify and recruit the best candidates from the talent pool.
Define Your Specific Needs
The job posting you provide should be as specific as possible. A coordinator can mean different responsibilities to different people, so if you need someone with a marketing background, be upfront about those requirements. The more details you put into the posting, the more targeted your candidate pool will be.
Plan Day-to-Day Tasks
While you don’t have to have to set a daily schedule for your future coordinator, you should be able to clearly discuss the types of tasks that will be expected of them on a regular basis. It’s better to give them a sense of what their workload might be (and whether they will be able to perform their duties) beforehand than surprising them later.
Ask for Examples
Because a coordinator often works on projects, they should have an arsenal of examples for every question you ask. Candidates should be able to clearly articulate their contributions, room for improvement, and any insights gleaned from these experiences.
Don’t Discount Unrelated Experience
For the most part, coordinators are entry-level positions, which means that candidates might not necessarily have extensive resumes with years of experience in this role. However, do not discount their previous experience. A background in sales or hospitality can translate to the skill set needed for a coordinator. Ask potential hires how they believe their past job experience might have prepared them for this position.
Discuss Growth Opportunities
Job loyalty is not what it used to be. For some people, commiting to a job for one year is considered a long time. Obviously you want to hire people who will stick with your company for the long term. The best way to ensure this happens is by learning what kind of growth opportunities or incentives your candidate needs to be successful and appreciated in a position. Let them know about growth and compensation opportunities in the company beforehand.
In closing, the more time you spend with each candidate during the interview process, the easier it will be to determine which person is the best fit for your company.