It’s a sad fact of life that in 2009 / 2010 few are thorough. Whether it is employers seeking to hire a job candidate or for that matter most of us, we are just so overworked to be complete in our jobs and endeavors. In most cases we “just do not have the time”.

Yet when it comes to hiring decisions its often intuition , feelings and indeed running by the “seat of your pants ” , that often makes key decisions as to who to ad to the employee team , the office pool or factory floor , or even to the hallowed halls of “upper management”.

It can be said that in most cases , life can down to simple basics. What could be easier during the interview and hiring process than to ask questions , check and verify. All it takes in most cases is a simple phone call , email or fax.

Its often just a simple matter of taking the time to work through and down the resume or resumes. Few managers and those delegated or assigned in the interview setups and processes take the time or employ simple common sense when it comes to these matters. Go into any big box store 2 or 3 months later and look for a familiar face or faces. It seems that even though these firms have well laid out interview processes and series , that management invested many many hours and corporate expense that even though a clear process exists , its just a river to flow down, few actually take the time and effort to do serious follow up on most candidates. Hence a great amount of wasted time and effort is spent in the interview , hiring and training segments of these profit centers.

Examine resumes that are inbound thoroughly and fully. On a cursory level initially scan and look for career development trends. Are there logical career moves overall? Does a clear pattern emerge? What of skills and qualifications do they match job titles and descriptions? Or are the job titles and descriptions overstated in any manner or way?

In terms of your specific industry or organizational focus : Are educational qualifications both of value to your firm or organization ? Are they old ? Are they new ? Is the candidate a sponge for obtaining and integrating new and additional knowledge and venues or are they effectively just putting in time , waiting for retirement or the giant “golden handshake ” or lucrative sendoff ?

In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his “job” is to hire good people and candidates for the “team”. Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.

Ace Employment Service Manitoba Canada’s’s Newest Temp Employment Agency and

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