As a hiring manager, you have probably recruited more than a few exceptional candidates throughout your career. On the other hand, you may have also placed a few candidates in positions they were not successful in. Sourcing and recruiting talent is an extremely difficult task because there is a lot of guesswork in the hiring process. Often, candidates are hired based on the recruiter’s experience and intuition, which isn’t always the most accurate predictor of success!

This begs the question, “How do we make smarter hiring decisions?” With so many different approaches, it can be difficult to establish a standard process. That is why we interviewed 12 experts in the field and asked them to share their top tips to help take the guesswork out of hiring! Keep reading to learn about their approach and how you can better your hiring process.

Here are 12 ways you can make smarter hiring decisions: 

• Ask For A Small Portfolio
• Value Quality Over Quantity
• Thoroughly Conduct Research
• Slow Down
• Prioritize Reference Checks
• Create A Rubric
• Hire For Character And Work Ethic
• Hire A Hire-er
• Have An Idea Of What Your Future Employees Embody
• Ask Questions That Highlight Your Core Values
• Make It Personal
• Make Sure They Are Committed

Ask For A Small Portfolio

Taking the guesswork out of hiring means going beyond interview questions and resumes. One way to see exactly what you are getting is to ask for a small portfolio from your potential candidate. When you do this, you see the physical work that they have done and the data that proves they are a qualified candidate who has previously done what you are asking them to do. 

Carey Wilbur, Charter Capital

Value Quality Over Quantity

Value quality over quantity. This can go for many aspects of the hiring process, including analyzing a candidate’s work experience. Just because someone has not had several jobs in the last few years does not mean they are not experienced. Take a look at the experience itself. This also means seeking quality candidates from the start rather than gathering hundreds of resumes and having to sort through them all. 

Gwen North, Lake Rabun Hotel

Thoroughly Conduct Research

Making smarter hiring decisions often comes down to taking the time to do thorough research about the candidate. Oftentimes, hiring managers will make decisions based on a resume or maybe a resume and an interview, but going the extra mile to call their references, old bosses and even check out their LinkedIn will give you a better idea of the overall person you are hiring. 

Ryan Nouis, TruPath 

Slow Down

Hiring the right person should never be a sprint; it’s a marathon. Hiring managers can begin to fill pressure if there is a spot to fill right away, but this is how people rush a decision and end up hiring the wrong person. Slow down, take your time with each candidate and thoughtfully weigh out each option. There are always temporary options if there is a void that needs to be filled right away, but it’s worth taking your time to make a smart hiring decision that will last. 

Kayla Centeno, Markitors

Prioritize Reference Checks

It may sound small, but reference checks are an important part of the hiring process that many people forget about! The best way to find out if a candidate is a good employee is to simply ask their previous employer. Chances are, they will be able to confirm your first impressions and make you feel more confident about extending your offer.

Eric Blumenthal, The Print Authority

Create A Rubric

Create a rubric! Before interviewing candidates for an open position, I would sit down and really think about the qualities, skills and cultural values you are looking for in a candidate. After you’ve identified those, create a rubric that you can grade each candidate on. This tactic should help you separate the good candidates from the great ones.

Brian Greenberg, True Blue Life Insurance

Hire For Character And Work Ethic

These two traits are innate and imperative. There are many different skills that can be taught through education. However, in my opinion and experience, character and work ethic is what I look for and what matter most.

Jodi Low, U & Improved

Hire A Hire-er

Build a relationship with a good head hunter/recruiter (whatever you want to call them) and let them do the heavy lifting for you. They’ll screen candidates based on your needs/values and put a few of the “right” people in front of you to, ultimately, make the final decision.

Landon Mance, YourFuture Planning Partners

Have An Idea Of What Your Future Employees Embody

I always have in mind my “future” employee. In doing so, it’s easy to see I have a pattern. It’s important to know the personality and work ethics of the individual you are hiring, as the closer your energies match, the better you will be at staying aligned on business initiatives. I can always train someone on the tasks, but I can’t make them want to learn.

Karen Loomis, No Moss Brands

Ask Questions That Highlight Your Core Values

Having an established set of Core Values that speak to your company culture, climate and expectations will help you tailor your interview questions in a way that candidates will have to demonstrate alignment with your organization. Asking situational questions, where they have to give real-life examples, will give you a solid feel for who they are, the decisions they make and how they perform. When they give you a hypothetical “I think I’d do this…” type of response, redirect them and ask them to share a time that they were in a similar situation and tell you a story about what happened. Having these questions designed to highlight your core values will help take the guesswork about who’s the best fit for you and your team.

Karen Nowicki, Business Radio X

Make It Personal

Despite what other professionals might say about hiring, make it personal. In a small business, it is critical to find people who mesh with the culture. In fact, it can be one of the most important parts of hiring! A poor match can affect the entire dynamic of a team. When hiring, pay attention to how their personality will blend with others in the company. 

Chris Dunkin, Portable Air 

Make Sure They Are Committed

During the hiring process, try to be wary of the employment trap of hiring someone full-time who actually wants to work as a freelancer. The last thing you’d want is for a remote worker to be working for you but is also working freelance gigs on your clock. To avoid this, always require your remote staff to use a time tracking software that also takes random screen captures throughout the shift.

Phillip A. Lew, C9 Staff

How do you set a professional development goal for yourself? What tip can you offer others who are looking to set goals for themselves?

To help those looking to set professional development goals for themselves, we asked business leaders and entrepreneurs this question for their best tips. From action planning to SMART goals, there are several tips that may help you set your professional development goals for the future. 

Here are 13 great tips for setting professional development goals: 

• Daily, Weekly, Quarterly, and Yearly Goals
• Start With the End in Mind
• Find Your “Right-Hand” Employees
• Use Your Blindspots As a Catalyst
• Action Planning
• Define Success
• Explore Skills You Are Curious About
• Monitor Industry Trends 
• SMART Goals
• Know Your Line of Business
• Do Whatever It Takes
• Make A Timeline
• Don’t Forget Your Values

Daily, Weekly, Quarterly, and Yearly Goals

For me, setting goals is something I look at in chunks. I have my goals for the year which I set up every December for the following year. I have quarterly goals and daily goals as well. By breaking goals into manageable pieces I feel less overwhelmed and do much better in achieving and succeeding in accomplishing them!

Jodi Low, U & Improved

Start With the End in Mind

If your goal is to get to “x” revenue or “y” new clients, think deeper as to why that metric gets you to the goal you want to obtain. For example, if your goal is to grow your company revenue by 20% in 2021 answer the question, “what do I want that growth to translate to?” Do I want $25k in additional personal income or will that number allow me to hire another salesperson? Be specific! 

Landon Mance, YourFuture Planning Partners

Find Your “Right-Hand” Employees

I recently plastered every window in my home with giant post-it notes. I strategized the remaining 2020 and early 2021 goals. In doing so, I realized, I can no longer rely only on my “execution” skills. Thus my goal in 2021 is to utilize a “right-hand” woman approach to hiring my first employee. This is big, and I’m looking forward to being able to focus my thoughts on other important business details.

Karen Loomis, No Moss Brands

Use Your Blind Spots As a Catalyst

I have established core values for my business and for myself professionally. A few times a year, I ask my team and a few trusted clients to give me feedback on my performance as it relates to those values. I listen for blind spots and opportunities to grow and the areas identified then become the catalyst for my next set of goals. Having core values established prior to setting goals helps to clarify what’s most important to me and my business and keeps my professional development goals tangible, meaningful and obtainable.

Karen Nowicki, Business Radio X

Action Planning

I am a big believer in action planning! Often, professional development goals are lofty, so it is important to break them up into smaller, more manageable goals you can tackle over a longer period. There are tons of templates online for action planning, so just find the one that works for you.

Jeanne Kolpek, Cadence Education

Define Success

Imagine your most ambitious dreams. Do you want to be CEO one day? Or perhaps you’d like to start your own company? What do you need to do to get there? Start small and move upward as you progress. Whether it be gaining new certifications or shadowing someone, identifying your steps to success begins with defining what your success means to you.

Rex Murphy, American Pipeline Solutions

Explore Skills You Are Curious About

Regardless of your career or professional experience, think about what skills you’d like to learn or topics you’d like to become knowledgeable about. Seek out opportunities you normally wouldn’t have and expand your skills. Professional development is often found in the experiences you didn’t think would ever relate to what you already know.

Vanessa Molica, The Lash Professional

Monitor Industry Trends 

Look ahead and monitor growing trends in your industry. Is there a new tool or software emerging that will improve your work? Make it a goal to get ahead of the curve and learn it. Finding opportunities to be on the cutting edge of technology will become an asset to your professional life. It will also show employers your dedication to improving yourself and reflect positively on your work ethic.

Henry Babich, Stomadent Dental Lab 

SMART Goals

When setting goals for yourself, it is important to ensure that those goals are SMART. In other words, is your goal specific, measurable, achievable, realistic, and timely? If your goal meets these criteria, then you have set yourself up for success. If not, you may need to go back to the drawing board and think through the details a little more!

Nikitha Lokareddy, Markitors

Know Your Line of Business

You have to know your business. You need to know your numbers, your past, your future projections and set goals based on attainable outcomes. If you have business partners like I do, get their perspective on things too. They may be able to see opportunities you missed!

Matthew D. Hammond, Carrot Eye Center

Do Whatever It Takes

Goals can be difficult to pin down sometimes because you’ve never done it before or you simply don’t know what to expect. If you haven’t done it before, I suggest making the goal and forcing yourself to get the results no matter what. Stay late, eat junk food while pulling all-nighters, and work weekends to make the goal happen. If you don’t know what to expect from your efforts you probably aren’t doing something right. There are ways to develop an action plan with tactics to achieve your goal (Google usually can give you some clues at least where to start), and then you can go from there.

Ben Walker, Ditto Transcripts

Make A Timeline

A goal can not be accomplished without a plan in place to achieve it. When setting a professional goal, develop a detailed plan with a timeline. Break up this plan into small, manageable steps so you don’t overwhelm yourself. Regularly analyze your progress and adjust your plan as needed to get to your overall goal! 

Michael Staton, Lyon Shield Security 

Don’t Forget Your Values

Align professional development goals with values. These values can be personal values, the core values of your company, or both. For example, one of the values at our denture center is “Trusted Expert Advice.” With the clarity of that value, setting professional development goals becomes much easier because the goal should support the ability to offer expert advice (such as certifications, training, and experiences). Identify the values first, and then create the goals. 

Peter Babichenko, DD, European Denture Center

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