3 Tips to Help You Hire Your Replacement

After a project with the Digital Marketing Clinic at Baldwin Wallace University, the Northeast Ohio International Business Network decided to bring on a Marketing Intern. For the past year, we have been working to increase our social media and internet presence to attract new members and increase awareness of the network. This has meant a lot of changes for our organization, and we truly believe it has been a worthwhile experience.

One year later, the intern (that’s me) is preparing to leave for an adult job, and we have to find a replacement- which is the intern’s job. It’s an interesting and difficult task, which is common for many, so here are some pointers to make your experience a bit easier.

  1. Step Back

It can be difficult to think about the tasks you do every day for a year in the context of a job description. Take a step back and look at the job description you were hired under. What appealed to you the most about the position? What parts did you like? Which parts did you dislike? This can certainly help to craft a new description and find out exactly who you need for this position. Was it hard for you to do a certain part of your job? Was it hard for you to network because you’re an introvert? Take this into consideration as well- it may be hard to see your weaknesses, but focusing on them to find someone that considers those skills a strength is key.

2. Do Your Research

Have you ever interviewed someone for a job before? Probably not. I never had- it’s very similar and also very different from interviewing for a job from the other end. On one hand, you want to do your research just like going into an interview from the other side- make sure you know everything on your company’s website inside and out, and know the job description! It isn’t about having the perfect answers- it’s about having the perfect questions to find the ideal candidate.

3. Consider Your Surroundings

Who will your replacement be working with? If you’ve been in the position for a while, you should know these people fairly well- what personality types will they get along with well? Do these people require immediate responses or a lot of in-person meetings? If so, it’s important to note how long the candidates take to respond to you and how they act in-person. The interview process is the ideal time to find out everything about your applicant and decide if they would be a good fit for your organization- and all those involved in your organization.


Overall- use your common sense and listen to your gut feeling- it’s usually right! Good luck!