Many small-business owners may think that finding their next employee can be as simple as drafting a comprehensive job- and work-culture description, posting it to a public board and waiting for the applicants to arrive to their inbox. It’s also commonly assumed with enough upfront detail, candidates have already taken some of the initial steps to self-select before applying. This kind of thinking can lead hiring managers to neglect some of the subjective methods that can (and should) be deployed to validate that the best possible candidates are appropriately matched for any eventual hiring decision.
