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It is well known that if you cannot describe what a person you are going to hire is going to do, stop. Do not hire him or her. You invite failure and disappointment. Write the job description first, describe the accomplishments he needs to achieve and discuss with others what work he needs to get finished. What department heads will he need to work with? What are the accomplishment deadlines and what is to be finished and how is that measured?  Determine specific tasks this person is going to complete. You want to review that listing during interviews and ask questions of the candidates as to their experience with achieving these goals. Do not waste your time hiring employees and then finding out they are unable or untrained for the job. The job description helps define success and failure during that new employee’s first review. If the candidates ask questions about the position and you are not ready to answer, stop interviewing.  The job description needs more work.

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