How to Know Who to and Who Not to Hire

Your staff is the foundation of your business. With good staff, you will succeed. With bad staff, you will struggle. You want to eliminate problems by hiring a good team from the very beginning. In order to do this, you need to be able to tell who will be a great employee for you. Here are some tips on how to know who to hire and who NOT to hire.

A good employee will be excited about the job. You want the person you hire to have a good attitude throughout the entire interviewing process from the moment you invite them in for an interview to when you officially offer them the job.

They should be enthusiastic and grateful to get the job. Use your gut to tell the difference between someone who is genuinely excited versus someone who is faking it.

You want someone who knows what they are doing. Pay close attention to the experience of your candidate. You want to see what experience they have and how it translates to this experience. If the experience fits, the employee will be easy to train and could be familiar with the popular programs being used.

You also want to ensure that they show dedication to their employers in the past by working for most employers for an extended period of time.

You want an employee who isn't afraid to tell the truth. Honesty is extremely important in an employer/employee relationship. You need to be able to trust the person you hire. To test their honesty, ask difficult questions. One example would be to tell a story about when they made a mistake at a previous employer.

You need someone who can admit that they make mistakes at times. If they can't come up with anything or say they've never made a mistake, keep asking difficult questions. You don't want someone who is going to constantly dodge the truth.

You need an employee who can get to work when you need them there. You also need someone who has the time to meet with you. You'll get your first since of availability when it comes to the interview. Are they only available in very small windows or after hours?

You may not be a big enough of a priority for them. You want someone who will prioritize an interview. If they can't make the interview, you can expect that they won't have the best attendance. If you do hire them, use a labor cost calculator to evaluate if you're getting what you're paying for.

You cannot under any circumstances hire someone who comes to an interview with a bad attitude. People should be on their best behavior when they come into your business to interview.

If they complain a lot or seem to have an attitude when answering questions, you should just end the interview early. That attitude will only bring the entire office down. No experience or education is worth the decrease in morale.

Some candidates seem perfect. Too perfect. If you get someone who has a perfect answer for everything and the perfect resume, you need to approach with caution. When someone is too good to be true, you don't know what they might be hiding until after they start working for you.

As owner, it's your responsibility to hire the best team. Do your due diligence and hire the people that you feel a connection with.