12 Steps to a Proper Hire.

1. What do I expect (be realistic) this new employee to do?
2. Key Results Area-Develop the position in a sentence with 3 bullets to sum up the job duties. If you have more than 3 duties for this person, they may not be able to perform their task to the best of their ability.
3. Resumes- look thru all of them, they are a necessary evil and must be item specific, and remember, some states require you to keep all applications and resumes of file for a certain period of time to meet equal employment requirements.
4. Personality Test- you can find these online, in a book, or pay a company to handle this for you, but it is a great way to see the canidate in a true analytical perspective.
5. Do you like them? This is completely personal and the supervisor or manager must be the one to answer this. They will be spending the most time with this employee, and their gut will indicate their true feelings.
6. Do they light up when they talk about the position?? Are they enthusiastic? Will they love this position? (Don't give someone a job that they will hate, it is unproductive and you will regret it later)
7. Compensation, policy, & benefits review- Discuss this in detail with the canidate prior to the interview. Give them a chance to see the whole picture, and make a decision without wasting your time and theirs with an interview.
8. Personal Budget- can they take care of their business and bills on the money we plan on paying? This is a business, not a charity event.
9. References- Use these as an intelligence check. If you call the references, and they are all family members or buddies from college, something smell fishy. They should have at least one professional reference, depending on the professional level of the position you are hiring for.
10. Spouse interview- If the spouse is crazy, the employee is useless. This is adopted from the Dave Ramsey prinicipals. An employee who spends the whole day on the phone with their psychotic spouse is unproductive.
11. Mission Statement- Company and Personal- develop and discuss-Ask the canidate where are you going and what are you doing to get there? Make sure that both parties goals are in sync, they don't have to identical, but along the same paths.
12. 90-probation for the company and person- This offers a low obligation to both parties- either party can opt-out and time and future frustration.