How to Establish Your Search Criteria

Finding the right employee can be difficult in even the best of circumstances. Poorly thought out search criteria can make the job that much harder by making it difficult to determine who the best available candidate is. Whenever you’re looking to fill a position, consider the following before you make a hiring decision.


Be careful that your job requirements aren’t exclusionary or discriminatory towards other cultures or religions. For example, a rule that your employees must be clean-shaven. This would prevent you from hiring someone from the Sikh community even if you did not intend for it to do so.

To avoid issues with discrimination, be proactive about designing job requirements in such a way that only the absolute essentials are included: things that are required to do the job. This will ensure that your requirements fall under “bona fide” or government approved territory, and will protect you from lawsuits and unflattering publicity.


A good job description will communicate the role’s responsibilities as clearly as possible to job seekers. It also allows them to get a better understanding of what their most important duties will be, and how they will be asked to prioritize. Ideally, the job description should also establish how the goals of the position contribute to the overall mission of the company.

A clear, detailed, well-written job description is not only useful for discouraging applications from less qualified applicants, but it can also help hiring managers better identify who has the most desirable characteristics for the job. For example, companies can learn more about where an employee might need more training by gauging their attributes against the job requirements.


Avoid using the same tired old questions and instead draft specific questions based on the most important criteria outlined in your job description. You want to leave the interview with a good idea about how well the candidate will perform in the role and whether they will be a good cultural fit for your organization. You want to avoid using generic questions, so that they don’t just end up giving you the answers you want to hear.


Thorough background checks will protect you and your company from litigation over negligent hiring or a “failure to warn” if the employee ends up doing something violent or controversial. You have a duty of care to your employees, which means you can be held accountable if you hire someone who harms or threatens them. Aside from running the standard criminal background checks, it’s always a good idea to conduct a Google search for their LinkedIn, Facebook or Twitter accounts. By doing so, you may get some insight into what type of personality the candidates have and the kinds of associations they maintain. Some firms also utilize credit checks to better gauge how stable a person is in making important decisions.

Strong search criteria will allow you to quickly identify who has the most desirable traits by providing you with a system where the most important attributes are properly emphasized and the vetting process naturally requires the candidate to showcase the knowledge you need them to have. As your criteria becomes more and more well defined, the hiring process will become proportionately easier as well. Save yourself some work later by putting in the effort to develop the right criteria early.

Salman Allidina

What is Family?

Each one of us, no matter what race, profession or background is part of a family. Our culture tells us that it is the basic unit of society, comprised of parents who act as the heads, and children who are the centre and source of their inspiration and happiness. For some, family includes extended members such as grandparents, uncles, aunts, cousins and other relatives, but whatever its composition, what is important is the role each person plays at home and in the community where they live.

Family is an integral part of a person’s development because it serves the critical purpose of shaping their individual character. It is the author of a person’s moral fabric since his/her values and principles are first learned within the family. Subsequently, this impacts the way we perceive things in society. Based on research, about 65% of our upbringing inspires what we will become someday, while only 35% are decided by environmental influences. Therefore, not all failures in the family should be blamed on family, there are external factors like friends and other associations that affect one’s personality and can either make or break a person’s development. Most likely, life in a happy home with strong guidance protect us from the uncertainties of life.

There is no such thing as an ideal and perfect family because one way or another, difficulties will come their way. If the foundation is solid enough then, even the most complex problems can be resolved. It is therefore necessary that anyone wanting to build a family, should be well prepared and ready to experience the ups and downs attached to it. The challenges should not be taken for granted. Marriage, often being the initial phase of establishing a family must be built on trust, respect and patience. Couples should not only be emotionally ready but spiritually, physically and financially prepared to enter into a different phase of their lives. It is a lifetime commitment that entails mutual sacrifice, but if managed well, the outcome is a pleasant “home sweet home”.

The term family can also be associated with other aspects of one’s life. The sports team, dance troupe, choir or other groups that a person is or was part of, is also an individual’s family in a way. Our interactions with them taught us the “how’s and why’s” of how to act, react, and interact with different personalities. At the same time it also allow us to create roles for ourselves to amassing knowledge, skills, and values that we would eventually bring to our dealings with the rest of the world.


M. Beltran | DBPC Blog

What is a Balanced Scorecard?

Considered by Harvard Business Review as one of the most influential ideas of the 20th century. The Balanced Scorecard (BSC) is a strategic management system created by Robert Kaplan and David Norton. Aware of the changing economy and increasing reliance on financial calculations, they designed it as a tool to assist companies in creating a more complete measurement system. This system allows them to utilize not only finances, but also other intangible assets like employees, brand recognition, product perception and relationships with clients and suppliers.

The BSC does more than just assess the company results. It also translates the organization goals and vision into actionable plans. To do this Kaplan and Norton use four perspectives to design and evaluate their strategies.

Learning and Growth Perspective
This involves employee training and professional development. Management should think what procedures need to be implemented or improved upon in order to achieve the company’s vision. Are employees knowledgeable enough to meet expectations? Do they have the tools they need to perform well? Are the supervisors ready to train and mentor their personnel? These are the questions managers must answer when designing a plan. Keep in mind that the effectiveness of this plan is highly dependent on the performance of the staff and supervisors.

Internal Business Process Perspective
As the name indicates, this perspective is about understanding the internal procedures of the company. It means knowing what procedures need to be altered in order to better satisfy shareholders and customers. Each department should stipulate their own internal objectives, targets and initiatives, so that they can work more efficiently to achieve the organization’s vision. Every department has different goals and needs, so procedures need to be tailored differently for each part of the business.

Customer Perspective
This looks at the number of returned products and client complaints versus the overall level customer satisfaction. There are different procedures that can be established to help determine how your service stacks up. An effective business plan should always consider the clientele; customer satisfaction is the priority of the company, since unhappy clientele are bad for business. Know what your users think about your company and its products or services, then make the necessary corrections to address problem areas.

Financial Perspective
This focuses on a company’s financial measurements. On its own, using only this approach can lead to an unbalanced vision; however, using it in tandem with data from other perspectives will allow a company to utilize proper cost-benefit analysis and produce better changes to their strategy.

As mentioned before, the BSC is not just a measurement structure; it’s also management system. Based on the unique strategies of each perspective, the organization can design an overarching execution plan. This is something that will link the strategic planning of each perspective to an actionable plan using the following six steps.

  • Develop the strategy
  • Translate the strategy
  • Align the organization
  • Plan Operations
  • Monitor and learn
  • Test and Adapt the strategy

Implementing the BSC is not an easy task. All staff and management needs to be invested and on the same page for it to work as intended. It may be difficult to learn to adopt new processes and strategies if your company is used to doing things a certain way, but by being diligent, the organization will eventually find a route to greater success.


V. Sanchez | DBPC Blog