Ensuring You Hire the Right Employees For Your Business

Updated: Apr 30, 2021

Hiring the Right Employees Blog Post

During the pandemic, we find that businesses are taking time to look at their Human Resources practices and determine why they have issues with employees, which involves hiring to why employees are leaving and everywhere in between. For businesses with multiple owners, we see that it is also a time to look at issues that may have come up between the owners. Problems can range from personality differences to not understanding who is responsible for what within the business. This first article will focus on the employees and the topic Hiring and Onboarding Subsequent articles will follow.


All businesses want to make sure they hire the right employees, but there is a lot that goes into this process, and sometimes business owners or managers are not up to speed on the best ways to approach hiring. In many small businesses, the HR person is a part-time role assigned to someone who is performing an administration function, usually without HR training and experience. No one is there to train owners and managers on the best practices for hiring the right employees.

Understanding Skills and Requirements

Before hiring employees, you need to understand what skills you require to get the work you need to get done as a business owner. You may realize the hard skills you need, but you also need to consider the soft skills required. Hard skills are those skills related to proficiency and knowledge, while soft skills are more interpersonal and people skills, and for every job, you need both. Someone can be technically skilled, but if your business required them to interact with customers and the individual is awkward and shy, you will find out they were not a good fit for that position and that you hired the wrong person. The responsibility for that error lies with the one hiring, not the employee.

Job Descriptions

Often, you look online and see job descriptions that businesses post that look like a laundry list. A job description needs to be apparent to those applying as to what the position is and what the expectations are for the position. There are two types of job descriptions. The job description for a position to fill is a hiring job description. A job description for an individual once hired may differ as the role of the individual in the organization will change over time. This topic will be discussed further in an article about retaining employees.

A job description for a position or new hire should include the following information:

  • Job Title - The job title is the position title you are filling.

  • Position Description - A position description is a reason for the job and an overview of what you are looking for the position to achieve for your business.

  • Company Description - A company description is a small overview of the business, so the applicants understand the business, the industry, and anything that might be of value in choosing your business over a similar position elsewhere.

  • Location - Location is where the future employee will be located.

  • Classification - The classification provides information on whether this position is an Executive Position, Manager, Full-Time Employee, Part-Time Employee, or Contract Position.

  • Reporting - Provide the job title of the person that the role will be reporting. Even if the person has duties in several areas, they must have one boss to report.

  • Key Responsibilities - Key responsibilities can be put in a bulleted high-level overview of the position's overall responsibilities.

  • Duties - Duties for the position provide a look at the detailed list of duties the position requires. If there are duties in multiple areas, be sure to clarify. This situation usually occurs in smaller businesses where there may be shared roles.

  • Qualification and Skills Requirements - This is where you will list requirements such as education, accreditations, designations, experience level and a list of specific hard and soft skills required for the position.

  • Working Conditions - This section is optional depending on the position but is where you would list any conditions outside normal working conditions. Examples: High percentage of travel, work required outside 9-5, home office requirement, work with challenging customers, or vehicle required.

  • Physical Requirements - This section is also optional and is dependent on the type of position. This is where you would list physical requirements outside the norm, such as standing for long periods or requiring heavy lifting.

  • Compensation & Remuneration - You will want to list the salary range, any bonuses or commission, along with any benefits that are related to the position.

Posting the Position

A business should always post open positions on their website and post the position on relevant job sites. The site will differ depending on the job itself. If you are looking for college or university graduates, it is recommended that you post the position on LinkedIn. There are other sites such as Indeed, Monster, Workopolis, and others depending on the level of job and industry.


Interviewing is one of the most critical aspects of hiring an employee. As the interviewer, you need to be prepared with the right questions. You do not want to ask closed questions where you can get a yes or no answer. You want to make sure that the questions provide you insight into the person, and the answers they provide will tell you whether they would be a good fit for your organization. Their resume will outline their education and credentials. Still, the interview is where you find out if what is listed is credible and whether the employee is a fit for your organization. It is up to those interviewing to ask the right questions and know the type of responses you are looking to obtain. The interview should be at least 30 minutes long to get a good understanding of the candidate. You want to have more than one person interview the candidate. Depending on the business, you may want to involve other areas that will interact with the employee and co-workers. They may not be the deciding factor, but you will get a sense of how they will fit into your organization.

Make sure that the questions you are asking are appropriate and do not violate any employee standard.This includes questions about age, gender, nationality, religion, or family questions to name a few. Here are some sample open-ended questions you might want to consider.

  1. Ask about a challenging work situation that the interviewee ran into a previous position and how they overcame it.

  2. The question will allow you to find out about their problem-solving skills and how they perform when put under pressure.

  3. What are your greatest strengths and weaknesses?

  4. Ask how they work to overcome their weaknesses.

  5. For weaknesses, you want to see if any of the weaknesses they have would be a problem for the role and if they are self-aware, and the plan they have to work on or overcome the weakness.

  6. Ask how they believe their strengths could benefit your business.

  7. For strengths, you want to see how self-aware they are about themselves and how they feel that their strengths could benefit your business.

  8. What do you believe your most significant accomplishment has been throughout your career?

  9. This question helps you see what type of work fulfills the candidate and whether this is in line with the role that they have applied.

You want to interview more than one candidate for a position. You should select the top 3-5 based applicants based on the resumes to interview. You always want a backup in case your first choice does not accept your offer.

Once you interview the candidates you will want to check their references as well as possibly do a background check. Just as with the interview questions, make sure you have questions ready for the references they provided. If you are not comfortable doing this, there are outside firms who will do this for you. We have even performed this function for certain positions such as accounting, marketing, and sales.

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