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The Boston Globe

Business

JOB DOC

5 things all hiring managers should know

Q.I have just been moved into a management role, and am being asked to hire an administrative person who will report to me. I am not used to being on the hiring side of the desk. I have interviewed people, but I’m not sure what to pay attention to when I am trying to hire. I know there is more to this than, “Do I like them.’’ Please give me clues on how to do this right the first time.

A. There are five points that hiring managers focus on, and candidates should keep these in mind if they hope to get the offer.

Point One: Start with the skill set - specific knowledge and educational background needed to be successful in the role. In the interview, or on the resume, you need to ensure you see the capabilities to do the job, either through a demonstrated ability or transferable skills.

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Point Two: Include interpersonal attributes on the job description if you believe they will be important to fit into your office’s culture.

Point Three: You are trying to find the right match because you want them to stay. No one wants to go through the process again in a short period of time, so part of the process is trying to gauge how long a person will stay.

Point Four: Future potential. Can you see this person staying long enough to grow into another role? It may not be up the ladder, but it might be another opportunity within your organization.

Point Five: Do you see obstacles to success for this person? Is this the first time the person has had to drive to work as opposed to taking the T - will that be an issue? Review any issues you foresee.

Get second opinions. Share what you are looking for in the ideal candidate, and have other people interview and provide feedback. Hopefully you will meet skilled candidates who can help identify why they are right for the job.

Hiring well is a skill that can be developed.

Elaine Varelas is managing partner at Keystone Partners, a career management firm in Boston.

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