Hiring 101: 7 Ways to Hire the People Who Have The Right Stuff

by Ty Freyvogel

You took the entrepreneurial leap and it turned out to be the most rewarding (if exhausting) decision you've ever made. There is nothing quite like leaving the comfort of a guaranteed paycheck so that you can incubate and nurture a fledgling company toward success. Now, you've done all you can do on your own. It's time to move to the next level-and it's a level populated with other people.

That's right. Unless you plan to remain a one-man (or one-woman) show, at some point you have to bring other team members on board. And choosing the right people will make the difference between a company that soars high and one that crashes and burns.

Believe me, I have owned numerous businesses and I would never have been successful without a worthy team of employees working with me to turn my dreams into something real-and profitable.

I cannot stress enough the value of seeking out the most dedicated, honest, and passionate employees you can find. After all, you have to trust these people to serve your customers, protect your brand, and help your company grow. It's a major decision-so how can you tell which potential worker is worthy (and trustworthy) and which is a hiring risk? Here are seven tips I rely on to find the best people to serve as my extra hands, eyes, and ears within the companies I run:_

Don't try to harvest a bad apple.
Some bosses think that they can hire someone who seems a little less than stellar in some area or another and turn them around. This is especially true of entrepreneurs; after all, it's in our nature to be idealistic trailblazers. But where your employees are concerned, accept that most people don't change. Hire only people who come to you already equipped with the right attitude, good ethics, strong morals, and so forth. Employees who may steal from you or cheat you in any way are toxic to your business. (Believe me, I speak from experience . . . but that's a story for another day!)

Before handing anyone the keys to your kingdom, meet with him or her several times, ask probing questions, and pay close attention to all answers. Yes, you may be in a hurry to get someone in place, but take the time you need to make sure you're really hiring a "good apple". . . not one with a carefully concealed rotten spot._

Pick the passionate people.
I love Vince Lombardi's quote: "If you aren't fired with enthusiasm, then you will be fired with enthusiasm." I always look for people who really want to make a difference with their careers. It's very tough to fake passion, so if there is an obvious lack of passion in an interview candidate, trust me: you will know. I have found that the most inspired people are also the ones who are inspiring to work with. They set great examples for their colleagues and often develop profitable ideas that enhance the overall well-being of the companies for which they work.

Find the fighters.
You don't learn nearly as much from success as you do from struggle. Seek out people who haven't always had an easy ride. These are the potential employees who have not only the character, but also the brains and brawn to take your company to the top. One of my greatest employees was a woman who barely had a high school diploma. She spent most of her life pulling herself up by her bootstraps and even put her husband through medical school. After he left her for a "trophy wife," I offered her the opportunity to work for me and build an exciting and lucrative career. She jumped at the chance. She turned out to be a great asset and one of the best innovators I have known.

As you interview people, find out what they REALLY want to do. _Then, hire them for that job. I can't stress enough the importance of hiring the right person for the right job. Sometimes people aren't even aware that they are working in the entirely wrong field. For example, when I bought a struggling Nutri-System franchise back in the '70s, I interviewed a nurse who let me know she really desired a sales position. How, I wondered, could a caregiver excel in sales? I'm glad I gave her the position she desired. Though it wasn't within her "official" niche, she was confident she belonged in sales, and she became our strongest seller almost immediately.

Hire folks you like.
It's simple but worth mentioning. If you sense someone is going to clash with you or others in your company personality wise, don't hire them. Peoples' personalities generally don't change, and annoying characteristics you may be able to overlook for a while will eventually become a permanent irritant in your work environment. Be it a shrill laugh, a sarcastic mean streak, a self-righteous attitude or a tendency to gossip, whatever "toxic" means to you, avoid it at all costs.

Hire folks who believe in you and your vision for the company. _You and your dreams deserve to be respected. You will be able to find people who naturally desire to do the hard work required to build a new company. It's exciting and frankly, most passionate people want a challenging career. But finding people who are willing to buy into your goals isn't quite so easy. Make a special effort to find go-getters who are on the same page with you-and who don't seem to have "ego" issues-or you will feel like a cowboy trying to prod a herd of stubborn cattle straight up a mountain. Have faith. Keep searching and you will find people who believe in your cause as much as you do.

Follow your intuition.
If there's one thing I've learned over the years, it's that your intuition or "gut feelings" will lead you in the right direction almost every time. We really do know more than we think we do. Listen to what your intuition is telling you about a potential new hire, and you probably will make the right choice. Of course, this rule applies to all decisions, so it's a good idea to learn to pay attention to that "still small voice."

After a few years of experience, you will become very good at reading the people you interview for positions within your business and these tips and lessons will become second nature. The most important thing to remember for now, while your new company is just being born, is to stay calm and remain confident in your business during the hiring process. Trust that the right people for your team are out there waiting for you and don't let your fear in the face of uncertainty sway your decisions.

Yes, starting a business is scary, and it's very easy to yield to panic and hire just anyone. But if you hold out for the best possible group of workers, you will add yet another layer of your already strong foundation to your dream project-and your business will be that much more likely to survive and grow to great heights.

Did you enjoy this article?
Then you'll love Ty's book Smarts, Guts, and Luck: Straight Talk for Entrepreneurs. It's a "must-read" for anyone either thinking of starting a new business or anyone already running a small enterprise.

Smarts, Guts and Luck features 25 chapters brimming with tips, insights and sound advice. Find out why Cindy Potts of The Retailer's Advantage says "Ty Freyvogel has a formula: 1/3 Smarts, 1/3 Guts, and 1/3 Luck add up to exactly what you need to make it as an independent business owner. In a short gem of a book, Freyvogel delivers countless secrets for success, ranging from developing one's intuition to recruiting the ideal employee and balancing life and work. There's a lot of powerful advice in here that speaks directly to the reality of being an independent business owner."

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