business cheap timberland boots owners

If you've ever hired a new employee for your small or medium-sized, then you no doubt have had numerous regrets about certain people that you've hired in the past as well as lamented the good ones that got away. But don't beat up cheap timberland boots for men on yourself too badly - this is something that every business owner has done at one time or another. To help you avoid the frustration and cost of less than stellar hiring decisions and to increase your odds of hiring the right person the first time, here is a list of the 5 biggest mistakes that small business owners are often guilty of. I use the example of hiring for a sales role but these tips can and should be applied for hiring any position within your company. Mistake #1 - Being vague about your employee's job description and his role in your company. Is this a commission only position? How much travel is there REALLY? Is there a customer support or Help Line component to the position? Since sales roles always differ from one company to the next, it is imperative that you explain the job description and the responsibilities that come with it. Trying to hire any new employee without providing them with a clear and concise description of the job is like the director of a movie conducting auditions without knowing what the film is about. Granted, this mistake sounds almost trivial, and common sense dictates that you be as thorough as possible when explaining the responsibilities of the position. However, you would be amazed at the number of business cheap timberland boots owners who continually commit this foul during the interviewing and hiring processes. Mistake #2 - Beware of the double-edged sword - PERSONALITY TRAITS! A lot of small business owners, especially those hiring for the first time, overlook the fact that where personalities are concerned, a candidate's strengths and weaknesses can be both positive and negative for business. You can't ignore the "flip side" of any trait. Being a "tireless" worker may look like a positive attribute on paper but could lead to that employee burning out quickly and becoming ineffective. Learn to recognize the "up-side" and "down-side" of a candidate's characteristic. Also, new employers have the tendency to make a long wish list of the most desirable traits that they want that candidate to have. And it's important to have a clearly defined "Ideal Candidate" but if not kept in check, these list can become unrealistic and way out of budget. Mistake #3 - Too much emphasis is placed on the interview itself - you need to view the interviewing process as one valuable tool to help you find the right candidate for the job - nothing more. It is just human nature and very common for an interviewer to place an unrealistic emphasis on the first impression that they got from a candidate during an initial interview. Your interview process should include more than one interview as you narrow your search. Keep in mind too that someone who is naturally shy and introverted is definitely out of there comfort zone when they are "on stage" at an interview and their best attributes may not come across very well. Sometimes the quietest of candidates can be timberland outlet on a sales floor or out on the road signing clients and making sales. They are the proverbial "diamonds-in-the-rough". What's critical here is that you learn to look beyond the interview and realize a person's potential.