How to Hire Great People

find new employees

Estimates show that hiring a bad employee can cost your company about 30% of their potential salary. That’s why it’s important to be patient and find a great employee versus rushing to hire a bad one. A bad employee is toxic. They can hurt your team’s performance by damaging morale through negative interactions. They also cost the company money through negative customer experiences.

Great Employees

A good employee performs to your expectations; they arrive on time, dress appropriately, and are courteous to customers. But, a great employee goes above-and­-beyond their job description. They contribute new ideas and collaborate on projects. They become team leaders and always have a positive attitude, which improves the workplace for everyone.

Finding a Great Employee

The hard part is finding and hiring a great employee, especially with a tight labor market and even tighter budgets. Below are 5 tips on how to hire a great employee.

1. Job Description

Start with a comprehensive job description. Make sure you include education and experience necessary for the job. Remember to describe the most successful individual for the role. Having all of the right keywords in the description will also make it easier for the best candidates to find it online.

2. Understand the Role

There’s more to a position within a company than the day-to-day tasks and duties. You need to understand their role within the company. How do they engage with customers? Can they fit-in with the current culture?

3. Multiple Channels to Advertise the Position

Using only one or two channels to advertise your new position doesn’t cast a wide enough net to attract the right talent. Start with employee referrals and social networks, then post the position on job search engines and job boards, such as Indeed, Monster, and Craigslist. You should seriously consider hiring a recruiter if the position plays a key role in your company.

4. Filtering the Candidates

For all of the potential applicants that fit the position, you can conduct a quick phone or video interview, no longer than 5 minutes. This will allow you to see if they have the basic qualifications that you are looking for. Then, conduct at least three interviews for three of the candidates. During the interview process, you can use a 10-point scale in order to rank each applicant. The scale should focus on appearance, demeanor, personality, verbal skills, and overall rating.

5. Don’t Be in a Hurry

There will be pressure to fill open positions, which makes it tempting to hire less than the best. But, always remember that hiring a bad employee is more costly to the company than waiting for a great one. Avoid hiring less than the best. Take your time to check all of their references. Gather input from multiple people to see if the candidates fit the job and culture.

The Onboarding Process

One of the first impressions a new hire has of a company is the onboarding process. Have all of their forms in a neat folder and all ready for them to sign, including the employee handbook and any employee contracts, such as non-disclosure and non-complete agreements. It’s also very important for you to take the time to answer their questions and guide them through their first days on the job. These little details go a long way to ensure their success for years to come.

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