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Advice to Management
Management needs to be more involved, as it used to be in their beginnings
I applied online. The process took 2 weeks. I interviewed at Entrust Energy in October 2015.
When a position opens within your company, you must resist the temptation to fill it as quickly as possible – no matter how prepared you think you are or how desperate you might feel. If you hire in haste, you are likely to end up employing your neighbor’s nephew or some other randomly-related applicant that is perhaps not best suited for the position or for your company.
Instead, you should start the process by developing a well-defined job description. Compiling a job description will not only require you to carefully consider the position you seek to fill, but it also forces you to think about how the hire impacts other positions and if other job descriptions need to be redefined to make sure the whole group is operating efficiently. Make sure the job description includes not only the position’s responsibilities, but also the qualifications, qualities and experience you seek in an applicant.
A thorough job description will serve as a useful tool throughout the hiring process. It can help as you prepare an employment ad and as you develop a list of interview questions. Closely matching an applicant’s skills and experience to the job description ensures that you are zeroing in on the best candidate and – considering the litigious culture in which we live – it can also help prevent any potential claims of discrimination or unfairness. Lastly, a job description will be your best defense if you have to explain why you cannot hire the neighbor’s nephew. You have the luxury of being able to sincerely say that his skills didn’t match the job description.
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