6 Tips For Hiring The Right Employee

Hiring the right employees can make or break your business. Employee recruitment is about managing stress, as you will constantly be judged on your selection, and you obviously cannot please everybody in your organization.

However, there are certain rules that you can use to hire the right employee for your business every time:

1.    Look for Someone With a Commitment to Their Career

A person committed to his or her career is the candidate you want to hire. You don’t want to hire an employee who switches careers or jobs frequently, just to get a higher salary. If a candidate is not loyal to any company, hiring this person could definitely be a problem for your business.

Always check the candidate’s previous job duration and if he or she is switching jobs constantly, this is definitely not the right person for the job.

2.    Test for Excellent Learning and Analytical Skills

Try to use different methodologies to assess the learning and analytical skills of your candidates. Testing candidates might be tricky, but don’t evaluate candidates merely on the basis of their resume and their confidence because a resume can contain lies.

A candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements. Satish Bakhda from Rikvin.com believes that a candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements.

Source: wikimedia.org/wikipedia/commons

3.    Check Compatibility

You want to find an employee that will fit in with your company’s culture. Check whether the candidate has social skills to get along with others, especially with current employees and managers. Ask how he or she is managing current business clients to judge compatibility skills.

Remember, willingness is one of the primary things a candidate must possess to work with you. And if a person cannot get along with his or her current clients or previous bosses, it’s not such a great idea to hire that candidate.

4.    Keep Improving Your Hiring Process

Whether you are hiring employees for a big organization or looking for some potential candidates to build your start-up, the hiring process is the first and foremost factor you need to focus on. Make sure you are following these steps in your hiring process:

  • Instead of asking magic bullet questions or irrelevant questions, you always need to focus on getting to know the capabilities, knowledge, skills, confidence, attitude, and potential of the candidate.
  • When you advertise job vacancies for your company, make sure that all the job requirements such as responsibilities, required education, experience, knowledge, and skills are clearly mentioned. It will help you in evaluating candidates and attracting applicants that fulfill all of your responsibilities and requirements.
  • It’s also a good idea to involve other people in the evaluation process, since more opinions can lead to finding the right hire.

5.    Don’t Forget to Hire Interns

People may disagree, but this is one of the best ways to hire the right employee for your business. You know all of their strengths, weaknesses, skills, knowledge, attitudes, behavior, confidence levels, and even practical evidence of work. What else do you need to know?

You’ve already done the hard work in picking an intern, so why not hire from this potential pool when looking to fill permanent positions?

6.    Get Social With the Candidates

Asking personal questions won’t get you anywhere, and could be awkward and uncomfortable for both parties. Rather, you or your human resources team should be analyzing the candidates’ presence on social media. This can be a great strategy, especially if you want to hire employees for tech businesses.

You’ll be surprised what you can find out about a candidate by researching their social presence. Did you know that more than 90 percent of companies prefer to recruit through social media platforms such as FacebookLinkedIn LNKD +0%, and Twitter TWTR +0%? If you look at the list of Fortune 500 firms, you’ll see that 45 percent of these firms list job openings on social media.

Texting While Hiring

Why recruit via text:
Texting is:

 People of all age ranges are familiar with texting. And texting doesn’t appear to be going anywhere. Applications like WhatsApp and Viber regularly update their features to provide better text message experiences for their users.

Popular. Cold emails often end up in the spam folder or simply go unread. But, people tend to check their phones multiple times per day. With a 99% open rate, you can (almost) stop worrying about whether your potential candidates read your recruitment messages.

Quick. Tools like Google Voice allow you to send texts from your desktop. You can also use voice dictation (which works for both Android and iPhone) to compose messages without needing to use the small keyboard on your phone.

Using a texting App can reach your candidates quicker and easier than a traditional email or even a phone call. In today’s world, texting is the preferred communication option that candidates are choosing. In person interviews are still the best way to get a read on the right recruit. Choose wisely!

Tips For Hiring and Firing: What Every Business Owner Should Know

Although it may not always be the most pleasant aspect of the job, hiring and firing is an essential part of running every business. In order to prevent potential lawsuits, all employers should be aware of the following simple, although not always obvious, employment law tips. 


  1. Follow Anti-Discrimination Guidelines.

All pre-employment inquiries, whether on advertisements or applications, during interviews or informal lunches, must comply with anti-discrimination laws. As such, employers must avoid any and all language indicating employment limitations or exclusions based on race, national origin, color, religion, age, sex, marital status, sexual orientation, or disability. Although the need to follow such laws might seem obvious, slipping into suspect areas is easier than one might think. For instance, the following are examples of prohibited discriminatory language: 

  • “Seeking bright, aggressive female” – Discriminates against sex 
  • Need someone “willing to work on his/her feet.” – Discriminates against disabled persons
  • Looking for “young, energetic” applicants – Discriminates against age
  • “Are you a U.S. citizen?” – Discriminates against ethnicity
  • “Family people” seem to do well here – Discriminates against marital status 

The best option for employers is to stay away from any language that could potentially be interpreted as discriminatory. If an inquiry appears at all suspect, employers should change the language and/or consult an attorney. For further information regarding compliance with the Americans with Disability Act (ADA), review the U.S. Equal Employment Opportunity Commission (EEOC) guidelines detailing the types of disability-related questions an employer may and may not ask of an applicant. The guidelines are available on the EEOC website at http://www.eeoc.gov.

  1. Preserve the At-Will Employment Relationship.

Most states either have “at-will” employment or “presumption” of the at-will relationship. “At-will” employment is generally defined as “an employment, having no specified term, [which] may be terminated at the will of either party.” This means, in theory, an employer and/or employee may terminate an employment relationship, at any time, with or without cause, with or without notice. An at-will presumption may be rebutted by evidence of a written or oral contract agreeing to terminate the employment relationship only for good cause. Employers desiring to maintain the at-will nature of employment should not enter into such contracts. Potentially more dangerous, however, is the possibility of creating an implied-in-fact contract. Even where no express written or oral employment contract has been formed, courts have construed a variety of factors, such as length of employment, promotions or commendations, and lack of criticism received by the employee, to find an implied contract of continuing employment. For example, the following phrases might be construed as implying an employment contract for a specified duration: 

  • “Secure position”
  • “Like one big happy family”
  • “Do a good job and you’ll always have a job”
  • Asking for candidates willing to make a “long-term commitment to the company”
  • “Don’t worry, we’ll always find a place for you”

If an implied contract is found, employers who do not have evidence substantiating “just cause” for a termination, may have a very difficult time defending wrongful termination lawsuit. The best way for employers to protect themselves is to express, in writing, their at-will employment policy. Employers should repeat the policy over and over, in employment applications, employee profile forms, employee handbooks, and more. To that end, employers should obtain a signed, written acknowledgment, from every employee, agreeing to the at-will employment relationship and specifying the exclusive way to alter such status. 

  1. Create an Effective Job Application. 

In addition to gathering relevant information, employment applications serve another worthy purpose — they can be designed for damage control in anticipation of the possibility an applicant/employee may sue for defamation, invasion of privacy, wrongful termination, and more. An effective job application should contain: 

  • An authorization to check all information listed by the applicant, including references, work record, education and other matters related to the employee’s suitability for employment. Checking this information helps protect employers from potential “negligent hiring” lawsuits
  • A statement that all answers given by the applicant are true, and any omissions or false information are grounds for rejection of the application or for termination.
  • A clause preserving the presumption of an at-will employment relationship.
  • Language advising applicants the employer may conduct a review of their public records, such as records documenting an arrest, indictment, conviction, civil judicial action, tax lien, or outstanding judgment. Note, in some states, however, employers who receive information about applicants from public records must provide the applicant with a copy of the public records within a specified number of days, unless the applicant waives the right, in writing, to receive such information. 

Additionally, employers should require applicants to separately initial each of these sections. By drawing attention to the specific provisions, employers weaken any potential claims by applicants alleging they were not made aware of what they were signing.


  1.  Track Employee Performance. 

Document, document, document… Maintaining written documentation of employee performance benefits employees who perform well because employers then have a record on which to base promotions and raises. Moreover, evaluations ensure employees know their employers recognize their strengths and quality work. Employees who are performing well but are not given evaluations may feel as though they are not appreciated and their work is not noticed or valued. Tracking poor employee performance also ensures employers have the critical documentation to discipline or terminate those employees when necessary. It also enables employers to defend against meritless unemployment insurance, discrimination, or wrongful termination claims. Further, evaluations provide poor performing employees with ways to improve their performance, as well as the incentive to do so. Whether the employee performs well or poorly, the most important thing for an employer to remember is to evaluate honestly. The documentation should accurately reflect how the employee is truly performing. 

  1. Train Managers Thoroughly.

I is essential managers and supervisors follow the law, company guidelines and policies. Otherwise, employers will likely be the ones held responsible.  As such, employers should ensure all managers and supervisors know how to: 

  • Handle problem employees;
  • Prepare honest and thorough performance evaluations;
  • Discipline employees;
  • Avoid sexual harassment; and
  • Ensure implied contracts of continuing employment are not created. 
  1. Consider Potential Claims Prior to Terminating Employment Relationships.

Before terminating an employee, make sure to have documentation establishing the termination is based on legitimate, non-discriminatory reasons. Moreover, considering the following list of topics can help employers become alert to potential legal issues which could follow a termination. 

  • Were any state and/or federal laws potentially violated (is the employee physically or mentally disabled, pregnant, etc.)?
  • Are there any employment contracts (written, oral or implied) specifying the duration of employment or the terms for termination?
  • Are there any company policies which may limit the employer’s right to terminate the employee (notice requirement, progressive discipline plan, etc.)?
  • Is the employee eligible for unemployment insurance?
  • Are there any potential legal ramifications if you do not terminate the employee?

Hopefully, these simple tips will provide employers with a foundation upon which to base their hiring and firing practices. However, as the different state and federal laws surrounding hiring and firing can be very tricky, the best advice for employers is to educate themselves when questions or confusion arise. Time spent preventing a lawsuit is time well spent.