When you are short a teammate, filling that vacancy seems like your only priority. However, don’t rush and risk making a bad hire. Some advice:
1. Establish your expectations for the role. Sometimes it makes more sense to promote from within or redefine the roles of current employees than to go find someone who can fill the ex-employee’s shoes.
Meet with your team to outline exactly what you need from a new employee, both in skill and attitude.
2. See what’s out there. Pull some applications from various sources to see if your expectations are reasonable. Decide if you will be able to compensate for—or live with—any deficiencies in candidates who are a close-enough match.
3. Establish a process. If multiple people interview a candidate, you run the risk of some dragging their feet when it comes to providing feedback. Employees will also view the same candidate very differently.
Establish criteria that people should be looking for in a candidate, rather than relying on a hunch or their own personal biases. Then set deadlines for following up with specific feedback on each candidate.