Establishing Your Organizational Structure and Creating Position Decriptions

Two basic tenets hold true for you regardless of what type of business you're in and need to be addressed before you bring new employees into the fold.

Organizational Structure
If your company has five or more employees, you should have an organization chart to help you visualize reporting relationships and understand each employee’s function.  Also, to the extent possible, it is a good practice to periodically compare your firm’s organizational structure with that of a peer (in terms of size or revenue-per-employee) in your industry or a related field.

However, customize your organization to suit your specific needs. For example, early growth stage firms might consider creating hybrid positions such as staff accountant/facilities coordinator or administrative assistant/marketing associate.  In addition, anticipate what skills and experiences will be required to meet the future demands of your organization.

Position Description
Prepare a comprehensive listing of the responsibilities of the position.  Include specific day-to-day functions as well as any special projects you anticipate for this position.  Indicate how many subordinates this person will be managing, if any.  In addition, compile a list of attributes you expect the successful candidate to possess including number of years’ experience, technical knowledge, managerial experience, educational credentials, certifications, personality traits, etc.  Finally, prepare a description of your company, including its history, a depiction of the corporate culture, and your contact information.  Among other things, this information reduces the risk of someone who has a great personality but does not have the skills or experience necessary for the position.