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[quote=Anonymous]This is a conversation you have with your expectations.  You give this person a long lead and they are clearly running with it.  Job market is tight, so surely someone with this level of competency needs more guidance, which clearly they are trying to avoid.  Would suggest writing an email that states your expectations about when they are available, how often the two of you will meet, schedule a regular meeting time weekly, if you are editing their work, add two standing meetings to the schedule.  Make sure you also find out what they do and don't like about the job.  Find what you can give them to do that they would like to help them be part of the culture you are setting up.  Ultimately it will become pretty clear whether they want the job or they  don't want the job and it is time to use the information you collect and document on regular meetings (if they show up) on what they are and are not capable of doing - and meet with HR with that information.  Would suggest a meeting with HR earlier to find out what documentation they would want, if this person is not looking like they are competent to do their job. [/quote]

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