When companies decide they need to hire, the first instinct is often to jump straight into writing a job description. It's a logical move—after all, you need something to post, something to circulate, and something that outlines the role. 

But writing a job description is not the same as planning for a new job. In fact, without proper planning, even the best-written job description can fall flat on its face. Here’s why strategic planning should come first, and how it can transform your hiring success.

A job description without a proper plan is as good as sticking your finger in the air to see which way the wind is blowing
You might know the job title and general responsibilities, but without taking the time to define why the job exists, what success looks like in that role, and how it fits into the bigger picture of your company, the job description becomes a shot in the dark. Planning forces you to ask critical questions, here are a few examples:

• What problem is this role solving?
• How does this role support the business goals?
• What would great performance look like in 6 months? A year?
• Is this a replacement or a new position, and what’s changed since the last time?
• What resources are needed to make this role a success?

The outcomes from examples like these will help shape the kind of person you truly need, not just the one you think you need.
 
Planning gets the stakeholders aligned
Have you ever been in a situation where a hiring manager, a recruiter, and a department head all have slightly different expectations for a role? That misalignment usually leads to confusion, delays, and costly bad hires.

Planning a new job before writing a description creates space for everyone to get on the same page about:

• The scope of the role
• Hierarchy and structure
• Priorities and goals
• Essential requirements versus the nice-to-have ones 

It’s far easier to go in a different direction at the planning stage than when you're midway through the recruitment process or onboarding the wrong hire.
 
Planning will help you build for the future
When you're in a rush to backfill a position or meet a headcount goal, it's easy to treat hiring like a box-checking exercise. But great hiring is about building for the future, not just plugging a leak.

• Think about team dynamics and potential future growth
• Look for potential overlap or gaps with other roles
• Design a job that can evolve with the company
• Planning can entirely change the direction you were going in, resulting in internal shifts, or completely new roles.

Planning sets the stage for a better candidate experience
Candidates can spot an ambiguous job description from a mile away. When a role isn’t well thought-out, you will get less traction. Planning ensures that when a candidate reads your job post, they’re absorbing:  

• Your expectations
• A compelling reason to apply (we like to call it the hook)
• A narrative of the company’s success and its values
• Clarity attracts stronger applicants, ultimately leading to better hires, a win-win for everyone involved. 

 
Planning helps mitigate risk
Whilst planning may feel like a bit of a chore, it actually speeds up the hiring process in the long run. You’re not wasting time interviewing the wrong people, rewriting ambiguous job descriptions, or going back to the drawing board. 

A little extra time up front will help you:

• Improve hiring success
• Reduce staff turnover
• Save money, 

Oh, and by the way…a bad hire can cost as much as half of their annual salary if you have to start all over again, so it pays to put some time aside and plan. 
 
Final thoughts on planning
Writing a job description is easy. Planning a role with intention, clarity, and strategy? That’s what sets great hires apart from the rest. So, before you hit “post” on your next job opening, take a step back and ask yourself: Have we truly planned this role, or are we just seeing which way the wind blows?

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