There are never any guarantees that you will always hire the right employee. However, there are ten important areas that you must cover that will give you the best information to use in your hiring decisions. We will assume that you have posted the open position, and you have some applicants that seem suitable for the job.

The first important tip is be thoroughly prepared for the interview. The second important tip is that you draft your interview questions before the interview considering the job responsibilities, whether the employee will supervise others, whether the employee will meet with clients and/or vendors, and other relevant factors about the job you want to fill. Some of the questions you will want to ask are:

1. What did you do at your last position?
2. What did you like about your last position?
3. Why did you leave your last position?
4. How was your relationship with co-workers, supervisors, and customers?
5. What accomplishments are you most proud of?
6. In which areas would you most like to improve?
7. What were your strengths and weaknesses?

The third important tip is that you find out about the applicants future plans or goals, and you can ask:

1. Why did you get into this type of work and this industry?
2. What courses in college do you feel were most applicable to your work in the field?
3. What are your long-term goals; where do you see yourself in five years?

The fourth important tip is that you ask questions that will help you determine how the individual will fit in the specific job and handle different situations. You should review the job responsibilities and then ask:

1. Describe your experience that will help you most in this position?
2. Would you be comfortable supervising employees?
3. Are you familiar and proficient with the type of computer system we use?
4. Describe any other skills that you believe qualify you for this position.
5. If you are required to work additional hours per week or travel, can you do that?

The fifth important tip is that you should have the applicant sign a release that allows you to obtain complete information about his or her previous work experience. The release should state that the applicant will not bring any action against you or any former employee as a result of any information or inferences drawn from the information. Be sure to check all references. If the prospective employee has gaps in his or her work history, find out what was occupying their time at those times.

The sixth important tip is that you ask the applicant what compensation he or she expects to receive from your company, and tell the applicant what the compensation is. If the applicant is not willing to work for the compensation you are willing to pay, then you should conclude the interview. If the employee expects much more than you are willing to pay, they will not be satisfied and are likely to be a short-term employee.

The seventh important tip is that you need to know which questions you cannot legally ask which are:

1. How old are you?
2. What is you religion?
3. What is your race or ethnicity?
4. Are you married?
5. Do you have children?
6. Do you plan to have children?
7. Have you ever used drugs?

The eighth important tip is that you have the applicant sign an authorization for you to do a background check and, possibly, a credit check. Verify the employees previous employment and education. Verify any other important information that is pertinent to the job to be filled.

The ninth important tip is that you obtain proof of citizenship or the right to work in the U.S., you obtain the applicants social security number, you ask for any other names the applicant has used, you ask for present address and previous addresses for the last ten years, and you try to find out whether the applicant has a criminal record. There are online resources that will give you guidance in checking whether the applicant has a criminal record. You may be able to check your city, county, and state records for that information.

Jo Ann Joy, Esq., MBA, CEO Copyright 2006 Indigo Business Solutions. All rights reserved.

Jo Ann Joy

Jo Ann Joy is the CEO and owner of Indigo Business Solutions. She has a law degree, an MBA, and a degree in Economics. Her legal background includes commercial, corporate, bankruptcy and real estate law. She has expertise in accounting, financial planning, mortgages, marketing, product development, and business strategies.

Jo Ann ran a successful business for 10 years, and she has written and given presentations on many different legal and business subjects. Jo Ann started Indigo Business Solutions, and she strives to help small businesses make decisive improvements in their start-up, direction, growth, and performance. Jo Ann is passionate about helping businesses succeed.

Indigo Business Solutions is a ?one stop shop? for small businesses. We differ from other business consulting firms, because we offer comprehensive legal and business counseling. We work with our clients to develop strategies that create value and competitive advantage. Jo Ann is not a traditional attorney. Rather, she is a strategic business attorney who works closely with clients to create and implement strategies that will greatly improve their performance and success.

Jo Ann will her talents, expertise, and education to inspire enterprising and imaginative people to make their goals a reality and enjoy professional and personal growth. She promises to consistently deliver quality and reliable service to earn your trust and create lasting relationships. She promises that she will make a positive difference in your business.

If you are not getting what you want from your business or if you want to reach higher goals, Indigo Business Solutions delivers the strategic planning that will provide you with the right tools and methods to grow and gain market share. Please look at our website and found out how we can help you expand and achieve your goals.

We offer straight talk, sound advice, and practical solutions. Your small business deserves to be a success, and