The basics of hiring great employees

If you’re serious about building a company of any real size or scale these days, the odds are fantastic that you are going to have to eventually hire employees to help you grow – even if these employees are digital freelancers from halfway around the world.


Unfortunately, hiring great employees is nowhere near as simple or as straightforward a process as many of us think it’s going to be. On top of that, most folks don’t have a world of experience hiring employees, aren’t sure of exactly what to look for, and may not know how to recognize a potentially great hire from a disastrous one right out of the gate.


To better assist you with the hiring of the best employees available for your specific situation and scenarios, we’ve highlighted a couple of tips and tricks below that you want to take advantage of.


Outline the expectations and parameters of the job before you hire someone to fill it


This may sound like common sense on the surface, but you’d be shocked and surprised by the amount of people that do not first outline expectations and parameters of a specific job before they try and find someone to fill a nebulous lead to find and generic position. This is how you end up with employees that are confused, frustrated, and anything but productive – and most of the time it isn’t their fault to begin with.


Use checklists to find the right experts


Even if this is the first hire you are going to make, you’ll want to have a checklist that you can run down to make sure that this new potential employee hits all of the marks that you are shooting for. Obviously, your checklist will be unique from any other companies checklist, but you’ll want to get down all of the elements that you are looking for in a new employee down on paper before you go through the interview process. It’ll help speed things up significantly.


Hire slowly and fire quickly


One of the most important things you can do when looking for really great employees is to take your time to sift through your options, hire them for entry level positions or straightforward tasks before making a larger commitment, and generally slowing down the hiring process so that you don’t make a costly mistake or misstep.


On the flipside, if you feel like the person you have hired isn’t right for the job at hand do not hesitate to pull the trigger and fire them as quickly as reasonably possible. A bad employee can absolutely devastate a business from the inside out, and it will also slow down the hiring process necessary to find a quality replacement for them even more so.