http://www.sme-blog.com/small-business-checklists/top-5-tips-for-hiring-new-employees Let's talk business, ....HOME & SMALL BUSINESS! Wed, 08 Sep 2010 07:19:38 +0100 http://wordpress.org/?v=2.8.6 hourly 1 http://www.sme-blog.com/small-business-checklists/top-5-tips-for-hiring-new-employees/comment-page-1#comment-53500 Evans Thu, 25 Feb 2010 02:30:27 +0000 http://www.sme-blog.com/?p=2760#comment-53500 Always look at the applicant's educational background. Not just check that he/she graduated in the relevant field but the best candidate's full educational history will tell the story. I know it is not always true but whenever I see an applicant with great educational results from school, college & university throughout; then I know he/she has always been a hard worker. Always look at the applicant’s educational background. Not just check that he/she graduated in the relevant field but the best candidate’s full educational history will tell the story. I know it is not always true but whenever I see an applicant with great educational results from school, college & university throughout; then I know he/she has always been a hard worker.

]]> http://www.sme-blog.com/small-business-checklists/top-5-tips-for-hiring-new-employees/comment-page-1#comment-53476 Mick Johnson Tue, 23 Feb 2010 16:16:38 +0000 http://www.sme-blog.com/?p=2760#comment-53476 One thing I think is essential is to have a very detailed specification for the post you're hiring for. This way you have something to base your questions on as well as some objective criteria to base your decision on. That said, I'm a firm believer that a bit of 'gut feeling' on the right person goes a long way - I've hired many people over the years and sometimes the candidate who is 'technically' the best, doesn't always fit in to the organisation - that's just something you learn over time though. One thing I think is essential is to have a very detailed specification for the post you’re hiring for. This way you have something to base your questions on as well as some objective criteria to base your decision on. That said, I’m a firm believer that a bit of ‘gut feeling’ on the right person goes a long way – I’ve hired many people over the years and sometimes the candidate who is ‘technically’ the best, doesn’t always fit in to the organisation – that’s just something you learn over time though.

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