Your business is going to be as successful as that of your team members, so hire the best for your company. Here are the pro tips that can make your hiring process easier.

You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.” – Renee West. This beautiful quote actually leaves nothing to say to highlight the importance of people in your organization. If you have been thinking that focusing on “the importance of people” is just for big organizations, then let us tell you that it is just a myth.

Good talent in your company is the main thing that will actually make your company a big one. So, you should be focusing on this aspect from the very first day. If you have just started your business, then you wouldn’t be in position to endorse our claim but if you have been into business for quite some time and working with a below-average team, then you’ll be in a better position to understand the reason of highlighting the importance of hiring the best people for your company.

Finding people matching your requirements or company culture is not at all easy. This is going to be the most difficult task after initiating your business. As Howard Schulz explains, “Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” Technically, when you can’t rely on resumes, finding someone as an exact fit for your requirement becomes a nearly impossible task

Tips to hire the best resources for your company:

To help you out in such a situation, we are sharing these tips. Our aim is to provide you with the outcomes of our personal experience so that you don’t have to face the same problems.

1. Never rely on resumes alone to finalize a candidate:

Resumes are definitely a good method to screen the candidates, but they should not be the only method that you should be relying on. People can have good degrees with good grades but with no knowledge – although it seems a bit odd, that is true. The chances of striking such an individual while making the selection is quite high.

You can definitely use it as the preliminary tool, and we think you should start your selection process from there. But keep in mind that all of us have been relying on the activities, grades that can boost our resumes (for some people learning would be their priority as well). So, not anyone that you’ll find with a charming resume is your star.

Just as a word of caution, not every normal-looking resume is an indicator that the candidate won’t be the best fit. In order to deal with this situation, it is important that you should set a base criterion and screen the resumes based on it. It will ensure that you don’t ignore the non-fancy resumes or give extra importance to the fancy ones.

In the later stages of the recruitment process, you can filter the resume further and reach the one best suiting your needs.

2. Give more importance to integrity than the skill while hiring:

Skills are important when you are hiring an employee. But there is something more important, and that is integrity. You can have your own definition of integrity, but for us, integrity includes devotion to the work assigned, honesty, proper disclosure, and professionalism.

If you find the qualities in any of the candidates you are interviewing, then it would be better to keep him on your priority list in comparison to the employee who has the experience or is skilled. Why? Because you can train the inexperienced employee when it comes to skill, but teaching integrity or morality, at this stage, won’t be possible for you. And apart from money, it can bring in the reputational costs for your business as well. This is one of the ways to hire the best for your company.

3. Be open about your expectations of results:

You are definitely hiring an individual to perform some specific tasks for you or to yield some specific results. Without communicating the expectations and the goals, you won’t be able to access the employee’s seriousness towards your business and the efforts that you require.

Without proper communication, even if you’ll hire someone, the setting might not be the perfect one, and there are greater chances of dissatisfaction from either end. Thus, to ensure that your time for the recruitment won’t go waste altogether, you should disclose any of the goal achievement at the time of the interview. After that, let the candidate decide if they are up for such a challenge or not. Evaluate the personality of the candidate being interviewed with your expectations.

If everything matches well, hire the individual; otherwise, you’ll have to look for someone else. Don’t worry; not hiring a candidate is better than hiring the wrong one.

4. Hire the resource who is willing to learn:

As discussed earlier, our advice to you would be to go for a person with higher integrity and moral values even if you have to forgo the level of skill. But before making this decision, you should definitely evaluate the learning ability of the candidate that you are expecting to hire.

You cannot teach someone anything unless someone really wants to learn. So, make sure you evaluate this ability. Assigning a small task as part of the interview or questioning about the things learned in the last employment could help you in finding this trait.

We’ll emphasize again; this is an important trait. And this gets even more important if you have compromised on the skill level over any other qualities of the candidate.

5. For promotions, give a chance to the existing employees:

We know this one is not directly related to hiring (when it comes to the existing employees), but if you won’t follow it, there are very high chances that you’ll end up in starting the recruitment and selection process again. As the existing employees would feel demotivated and might decide to leave the job.

Additionally, the opening that you have for the “promotion seat” would also require selecting the right candidate. So, in such a situation, it would be better if you can evaluate the skills and potential of the existing employees and give them a chance to excel. Make sure that if more than one employee qualifies for a particular position, then devise a mechanism where both of them can compete for that opening. Pick and choose method is going to be a cause of contention, and you shouldn’t be providing any chance for it. Hire the best for your company.

“Acquiring the right talent is the most important key to growth… Hiring was- and still is- the most important thing we do” – Marc Benioff

6. To hire the best for your company, you should be willing to pay more:

“Take care of the people, the products, and the profits- in that order” -Ben Horowitz

Another important tip for hiring the best employees from the pool of candidates is that you should be willing to pay according to the abilities and experience of the candidates. If you’ll keep your budget low or don’t have a good reputation when it comes to the perks and privileges, then none of the experienced candidates would even apply for the position. And you’ll be left with a pool of candidates with average skills and abilities.

“A company should limit its growth based on its ability to attract enough of the right people.” Jim Collins. So, be willing to provide more incentives or pay.

If you think the position for which you are hiring should be filled by people with experience, then be ready to pay well. Steve Jobs says, “The secret to my success is that we’ve gone to exceptional lengths to hire the best people in the world.” And we are just a suggestion to pay more. Okay, it is not “just,” if you are a startup or a small-scale business. But you’ll have to do it to grow and prosper.

7. Extend contracts of the people who are working for you already:

If you have all your positions filled, it doesn’t make sense that you’ll let some existing employees leave your company without a proper reason (we are treating the ending of contract as a frivolous matter).

Make sure to renew the contracts of your employees and retain them rather than start looking for the new employees for that position. Obviously, the ending of a contract would come with a bit of negotiation to reach the new one. But we are telling it to you from our experience that negotiation would be less time and energy taking than finding a new employee.

8. Keep on improving your selection process:

Another important tip that can help you in getting to the best people is to improve your selection and recruitment process with time or with your experience. For example, if you did not receive enough applications for a position from one of the online forums that you used, then next time, try switching to some other forum.

Similarly, if a certain type of test was unable to yield true results about the potential of a candidate, then eliminate it from the process. Similarly, incorporating any new research or test that you learn would be better to keep your hiring process up to date.

9. Provide the opportunity to grow and excel – it can do wonders:

If your business is known for the growth in career and learning experience, we bet that most of the candidates would like to be part of your organization. Even if you are a small business, who doesn’t have such a reputation established, then giving your existing employees, these opportunities can keep them to your organization for a longer period.

With high motivation and constantly improving skill sets and abilities, you would already have the best employees. The only thing that you’ll have to do is to retain them. So, make sure to keep your focus on the other aspects of human resource management as well as they can reduce the turnover and as a result, you’ll be in a better position to keep the best resources for your company.

10. Try not to have a bad end for employee-employer relationship:

Lastly, this is the thing that most people and businesses ignore, and actually, we learned it the hard way too. You don’t have to spoil relationships with your employees who are leaving your organization. You can take their help to hire the best people for your company.

Make sure to let them exercise the free will if they have decided to leave your company. Facilitate them with contractual obligations and conduct exit interviews to know what went wrong.

Going through all this process would help you grow as an organization and eliminate the flaws that you could be having in the operational aspects of your organization. Moreover, there is a good chance that you can hire these employees back in the organization sometime in the future (imagine how much would they have learned over time). Additionally, they can even help you in getting to the right candidate within their social circle. So, it is an all-way win for you. Just make sure not to cut ties badly.


Without a doubt, employees are an essential part of the organization. Hiring the best candidate requires effort, and you should be willing to do it as it is going to impact your business’s growth. With these tips, we expect that you’ll find the right person for a position with greater ease. You have to keep in mind that you have to hire the best for the company. To summarize all of the points above, we’ll leave you with this saying of Guy Kawasaki

“My theory is that A players hire people even better than themselves. It’s clear, though, that B players hire C players so they can feel superior to them, and C players hire D players. If you start hiring B players, expect what Steve called ‘the bozo explosion’ to happen in your organization.”