There are three factors I consider: 1) First Impression Factor: attire, attitude, communication, speech, handshake; on time; personal energy between candidate and me 2) Standing Presence: entering a room, sitting down, posture; leaving a room 3) Credentials: education, experience, strengths and weaknesses known, references; interview question answers.

The hardest part of hiring New People is finding Employees with Réal experience.To many people are Jumping from One Job to the next without Underdtanding the Consequences of Instability in the Work force.If you Start a New Job:Give it a Chance:Get to know your Company:the Working Environment The Opportunities to move higher on the Success Ladder.Do not be in a Hurry to find the Perfect Job or Business.Life takes Time to develop.Enjoy your Working Ride and Take your Time.

Remember:Rome was not built in a Day.Be Patient and you will find your Ideal Situation

Why the wrong hire happens

There are at least five common reasons for why employers make the wrong hire:

• Poor skills match
• Unclear performance objectives
• Cultural misfit
• Because you liked them
• Get in a hurry

1. Poor Skills Match

Ask yourself: Who are you replacing? Why are you replacing them?

Don't recycle job descriptions; chances are the role has changed. If this is a position that is entry-level and your team would consider it a "constant" role, consider revisiting the job description every six months to stay on top of your competitors' job descriptions and any buzz words that may have changed. Take a fresh look at your needs and the skills you'd like to add to your team. More often than not, HR writes the job descriptions and they are treated as sacred text. While in reality, these individuals are probably the least qualified to write the job descriptions because they are the least connected to the roles in terms of actual practice.

2. Unclear Performance Objectives

Ask yourself: Are your leaders delivering clear expectations during the interview process?

Ideally, you want to share your performance evaluations when you can. That way your candidate is very clear as to their expectations from the beginning. The fewer surprises, the better, even at week one. By addressing the job skills and the expectations upfront, it is much easier for a candidate to self-select out of the interviewing process. High-volume positions are much tougher to regulate when you have a large group within the organization conducting interviews. Job seekers are typically excited to simply get a job; they tend to forget that finding a job isn't the same as finding the right job. Top talent will appreciate this dedication to excellence, as they will also appreciate understanding how they can improve before they even start!

3. Cultural Misfit

Ask yourself: Why is your workforce unique?

Make the culture of your company explicit so that any potential employees know what kind of environment they are walking into before they walk into it. Social media is key here, if it is done well. It offers the opportunity to get your company's culture out on the web. Sending a clear message about your company's culture will attract what you are looking for. Also consider offering a tour of your facility during the interview process, as this will offer more insight into the company. Similarly, you might consider having a job shadow program.

4. Because you Liked Them

Ask yourself: Are we hiring this person because they made us laugh?

Rapport with a job candidate, in and of itself, is not a good reason to hire someone. Although it is important to explore a personal connection, the interview should be considered more an opportunity to delve deeper into the applicant's qualifications while assessing if they are a good cultural fit. Discuss deadlines, previous managers, and job-related work. Get a better understanding of their day to day work.

5. Get in a Hurry

Ask yourself: Did we properly consider this person?

Taking short cuts to build your team may ease the immediate needs associated with growing/replacement pains, but it creates a greater regret in the long term. Take time and develop a comprehensive hiring plan.

Reading the comments below I am an employee. Interviews are great but the questions are redundant and old. I have a hard time because its the friends and family of employees that get hired. Qualified or not. The pay is another factor no one can live off $10 an hour anymore. You know what they say, "you get what you pay for".

Most employers use outdated PDs - Position Descriptions, which inaccurately communicates to the potential candidates what the job truly entails. Employers need to Be Specific; Provide PDs that are Relevant to the current position, not five years ago; and consider the training track the employee might need. The 'Perfect Employee' already has a job, so, employers will need to train people to 'their' company, to meet their expectations.

Getting the right fit is always an issue. Often clients come to us, when they are frustrated that the person looked good on paper, interviewed well, but once in didn't know anything about the industry, or didn't stay long. They are tired of having to start all over again to keep someone in that needed position. Keep kicking themselves when they see how much a bad hire has cost them.

If you want to make sure you're getting the right people and in the right seats, we have assessments that can help with finding a candidates strengths and weaknesses, plus give you the right interview questions to analyze their competences. If you're interested in know more, contact me.

great employees are hard to find because they usually are already working for someone else.

and for those that are FREE to choose your position, you need to make them think you can't do your business without them.

I am presently seeking candidates for my company and that special diamond is few and far between.

The most difficult part is finding the employee who really likes the job and the company . Most employees look at the job as money making machine and if it doesn't generate according to the their expectation in specific time they leave . Whoever finds the employee who is trusted, dependable is gifted . My personal advice is to try to understand the person and test him in different ways especially, trust ,dependability and loyalty. To be realistic keep your standards reasonable until you got blessed

I find the most challenging part of the hirong process is the reaching the right candidates and once chosen onboarding them effectively in such a way that they are successful in their new role

We are a virtual customer service office. So in many ways it is easier to find people since our employment pool is nationwide. How you state your ad, what you expect, and leaving specific instructions to reach the next step to candidates is critical. Those instructions in and of themselves should tell you the candidate can read, follow instructions, and give you answers that are intelligent. The nature of those questions will tell you enough to understand if their response warrants a phone call or a follow up email to them. Do this right up front and save yourself hours of headaches searching for the right people and wasting time on those that are clearly not right for the job.