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Small Business Tips How to Hire for Long Term Success

To find the best employees for your small business, you need to know what qualities to look for and how to assess whether someone is a good fit.


When it comes to hiring employees, most small business owners want to find someone who is a good fit for their company and will be with them for the long haul. But finding the right person for the job can be difficult, especially if you don’t know where to look or what you’re looking for.

In order to find the best possible employee for your small business, you need to know what qualities to look for and how to assess whether or not someone is a good fit. Here are a few tips on how to hire for long term growth, stability, and success.

‍1. Look for qualities that align with your company’s values

When it comes to hiring new employees, it’s important that the company’s values align with the qualities of the candidates. Although finding people who share the same values as your company can be difficult, it’s worth taking the time to find someone who is a good fit. Not only will this help reduce turnover rates, but it will also create a more positive work environment for everyone involved.

Some common values that organizations may have include teamwork, respect, integrity, accountability, and customer service. It is important for job candidates to be able to articulate how their qualities match up with the company’s values. Hiring someone who does not share your company’s values can lead to tension and conflict within the workplace. It can also be difficult for the employee to adjust to the company’s culture and be productive in their role.

The best way to find out if a job candidate shares your company’s values is to ask them questions about their beliefs and what actions they’ve taken in the past. You can also ask them what they are looking for in a job and see if their goals match up with what your company has to offer.

2. Look for signs of long-term commitment

Asking questions about an applicant’s long-term commitment is a great way to gauge their level of interest in the position. However, it is important to ask these questions in a way that is respectful and professional. For example, you might say something like, “What are your thoughts on long-term commitment to this organization?” or “What would it take for you to stay with us for the long haul?” By phrasing the question in this way, you can avoid putting the applicant on the spot while still getting the information you need. With this approach, you can get a sense of an applicant’s true intentions and make sure that they are a good fit for the position as you want to find someone who is committed to helping your company grow.

Reference checks are also important in order to get a sense of an applicant’s character and work ethic. However, many small business owners make the mistake of only contacting an applicant’s most recent employer. While this can give you some valuable information, it is also important to contact a few others as these people can provide you with a well-rounded picture of the applicant and help you determine if they are truly committed to long-term success.

With the right hire, an organization can expect increased productivity, creativity, and morale. In contrast, a bad hire can lead to decreased productivity, high turnover rates, and negative dynamics.

3. Assess their soft skills

Soft skills are becoming an increasingly important factor in determining whether a candidate is a good fit for a job. These are the personal attributes that enable someone to interact effectively and harmoniously with others. They are essential in any workplace, as they help employees to resolve conflicts, work collaboratively, and communicate effectively.

Hiring managers should pay close attention to a candidate’s soft skills, as they can be a good indicator of how well the individual will perform in the role. Soft skills can be developed through training and experience, so it is important to assess a candidate’s potential for growth. Some of the most important soft skills include:

  • Communication: This includes both verbal and written communication abilities. The ability to express oneself clearly and effectively is essential in any workplace.
  • Conflict resolution: Disputes are bound to arise in any workplace, so it is important for employees to have the ability to resolve conflicts peacefully and productively.
  • Teamwork: The ability to work cooperatively with others is key in any organization. Teamwork skills include cooperation, communication, problem solving, and leadership.

Employers should consider candidates’ soft skills when making their final decision about who to hire. Soft skills can be just as important as technical skills, and they often play a major role in determining success or failure in the workplace.

4. Hire people who don’t remind you of yourself… it may lead to new perspectives

It’s no secret that people tend to hire others who remind them of themselves. Whether it’s because we feel more comfortable with those who share our background or simply because we’re more familiar with their thought process, the result is the same: a lack of diversity in the workplace. But studies have shown that hiring people who don’t remind us of ourselves can actually lead to better results. For one thing, “similarity bias” can blind us to the qualifications of candidates who don’t fit our preconceived notion of the perfect candidate. In addition, diverse teams are often more creative and innovative, as they bring a wider range of perspectives to the table.

As the world becomes increasingly interconnected, it’s more important than ever to embrace diversity in the workplace. By making an effort to hire those who don’t remind us of ourselves, we can create a more open and inclusive environment where everyone can thrive.

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5. Hire for stability

When you’re hiring someone, you want to find someone who can be a stabilizing force within the organization and will avoid creating drama in the workplace.

Some qualities that you may want to look for include:

  • Integrity: You want to find an employee who is honest and has a strong moral compass. This person should be someone you can trust to do the right thing, even when no one is watching.
  • Loyalty: You want an employee who is loyal to your company and will stick by you through thick and thin. This person should be someone you can count on to be there for your business, even when times are tough.
  • Hard work: You want an employee who is willing to put in the hard work necessary to help your company succeed. This person should be someone you can rely on to get the job done, no matter what.

6. Determine if they’re a good cultural fit

It’s also important to find someone who is a good cultural fit for your company. The term “cultural fit” is often used to describe the compatibility between an individual and a company. In other words, it’s the degree to which someone’s values, beliefs, and attitudes align with those of the organization. While there is no precise formula for determining if someone is a good cultural fit, there are a few key indicators to look for during the hiring process.

  • Consider whether the candidate’s values align with those of the company. For example, if one of the company’s core values is teamwork, look for evidence that the candidate is a team player. Does he or she have experience working collaboratively on projects? Is he or she able to articulate the ways in which teamwork has been beneficial in the past?
  • Assess whether the candidate has the right attitude for the job. For example, if you’re looking for a customer service representative, you’ll want someone who is patient and friendly. Again, look for evidence of this in the candidate’s past experiences and behavior. Finally, consider whether the candidate has the ability to adapt to change. Organizations are constantly evolving, and it’s important to hire people who are flexible and open to change. Once again, look for evidence of this in the candidate’s past experiences.

While there is no surefire way to determine if someone is a good cultural fit during the hiring process, paying attention to these key indicators will give you a better idea of whether or not a candidate is likely to be successful in your organization.

7. Ask tough questions

Asking tough questions during an interview can be daunting, but it’s important to get beyond the surface level answers in order to really get to know someone. You can start by building rapport and making sure your interviewee feels comfortable with you. This will make it more likely that they’ll be open and honest with you.

Ask general questions about the topic at hand before getting into the specific, tougher questions. This way, your interviewee has a chance to warm up and get used to answering your questions. Then follow up with framing your tough questions as positively as possible. For example, instead of asking “Why do you think you’re not qualified for this job?,” try “What qualifications would you like to develop in order to excel in this role?”

Also, be prepared to follow up with probing questions if your interviewee gives you a vague answer. It’s okay to ask for clarification or more detail. Asking tough questions doesn’t have to be painful - with a little preparation, you can get the information you need while still making your interviewee feel comfortable and respected.

When you’re hiring someone, it’s important to take your time and not rush into anything. You want to make sure you find the right person for the job, so it’s worth taking the time to do things right. By following these tips, you can increase your chances of finding an excellent employee who will be with your company for the long haul.

Do you have any tips on how to hire for long term growth, stability, and success? Share your thoughts with us on social media.