Employer's Remorse: What to Do When You Make the Wrong Decision

Finding good employees takes more time and effort than some organizations wish to spend, and in turn, the interview process becomes more like ordering out at a fast food restaurant than a time-intensive search.

Yet, so many companies create bland job descriptions with little detail, ask blasé questions during interviews and then regret the hiring after a few weeks.

Painfully, managers are then faced with the unpleasant task of firing an inappropriate employee because they've hired someone who wasn't really what they were looking for.

"All too often, it may not be a wrong hire, but you may have hired the right person then put them in the wrong job," said Kay Stout, an Oklahoma City career coach and employment expert. "Few job descriptions reveal the true requirements of the position. Those famous words at the bottom - 'and other duties as described' may be the real job description."

Stout, a career adviser for 23-plus years as Vice President of Right Management, Managing Partner with P S Consulting and Executive Career Adviser for J L Kirk Associates, says employers can take simple steps to help them find the right person.

"The best tip is always a referral from someone they (the employer) knows or trusts. Second to that are referrals from employees, business friends and, frequently, social friends," Stout said.

KNOW WHAT YOU WANT

Having a true detailed job description is also key. Recruiters and HR staff are often tasked with finding the perfect employee for a company with less details than they
would have if they were taking a lunch order for the office.

According to MediaPeak.com, five questions should be used in creating a great
job description:

1. What is the job's primary purpose or contribution to the
department or organization?

2. What are the essential duties and responsibilities? Include all important aspects of the job.

3. Does the job have supervisory responsibilities? Are there subordinate supervisors reporting to this job? If yes, how many?

4. What education and/or experience is needed to successfully accomplish the essential duties of the job?