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?

One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to “give them a good or great reference”. This way their problem or sets of problems are solved - however at your expense as well as frustration level.

It’s all as simple as that of being thorough. Do not rush to fill a position simply because you “have to have someone” or a budget deadline has to be met. An ounce of prevention when it comes to the hiring process and procedure is worth a ton of cure later.

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