Take my assets, but leave my organization and in five years I'll have it all back.
An organizational chart (or org chart) is the first step in a strong hiring process. Some clients are surprised when I tell them that companies that enjoy success in the art of hiring begin with the organizational chart. Why an org chart, they wonder? For three simple reasons:
Creating an org chart forces you to decide exactly where the person will fit and what their title will be. The org chart provides you with clarity and the grounding you'll need once the interview process starts.
The org chart is the "window display" for your position, in the sense that it's meant to give a glimpse of what a store offers—enough to lure the shopper to go inside. In this case, the window shopper is your candidate. Your org chart shows the candidate the level of the position, how many reports the position manages, and to whom he or she reports—all in a single glance. If they like what they see in the org chart, then they'll dive into the job description.
Creating an org chart increases your odds of hiring success.
Ensure org chart consensus among the hiring team.
Consider the org chart from the candidate's point of view
The third reason is a bit less concrete but critical, nonetheless. The recruiting documents that you produce form job seekers' first impression of your company. Always assume you're competing with other companies for ...