When a role opens, it is tempting to publish it the same day. The problem is that urgency without criteria transfers uncertainty to every following stage. Better hiring begins before searching for résumés.
Start with the problem the role must solve
Before naming the position, describe the situation: what is not being done, which result is delayed and how this person will help the operation. This avoids a generic list of competencies that says little about the real work.
- Expected result in the first 90 days
- Truly priority activities
- Who the person reports to
- Which decisions they may take
- What can be learned after joining
Turn impressions into observable criteria
Expressions such as “good fit”, “proactive” or “committed” are too open. Replace labels with behaviors that can be checked during selection.
- Required versus desirable experience
- Knowledge to be tested or demonstrated
- Real situations to explore in the interview
- The same criteria for every candidate
Run interviews that support a decision
A good interview combines consistent questions with room to explore examples. Ask about context, action and result. Record evidence soon after each conversation to reduce the influence of memory and personal affinity.
When more than one leader participates, agree beforehand on who evaluates each dimension. Decisions improve when people compare evidence rather than loose impressions.
Do not abandon the hire after acceptance
The first weeks confirm — or undo — the promise made during recruitment. Prepare access, schedules, responsibilities and follow-up conversations. Even a simple onboarding process reduces uncertainty and accelerates autonomy.
- A defined owner for the first day
- First-week objectives
- Check-ins after 7, 15 and 30 days
- Clear probation criteria
Your next step
If a role is open and the operation cannot stop, Benê can organize the process, screen candidates and present a shortlist based on clear criteria.