There are three key elements to consider during the hiring process. Your new hire must be results oriented, have the required skills asked of him or her and be a good fit for the work environment. You might call this the “Golden Triangle” of hiring. Most of your problems with staff will come from a shortfall in one of these three areas.
1. Be Results Oriented Throughout the Interview Process

You must first be results oriented .when looking for a new person to work within your company. Start by making a list of every result that you want the new person to produce. Always focus on results rather than activities. Take 100 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a hob, two of those tasks will be worth 80 points and the other eight tasks will be worth only 20 points.
2. Emphasize Their Skills

Once you have determined exactly what you want the person to do and the results he or she is expected to produce, the second consideration throughout the hiring process is hiring in skills. You look for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company.


You always hire people based on their past performance and proven results, rather than your future hopes and ambitions or theirs. Many business owners make the mistake within the hiring process by hiring a completely inexperienced person for an important job. They hire based on what the person thinks that he or she can do in the future, rather than what he or she has already done in the past. Occasionally, this approach will be successful, but in most cases it will either fail or be a great disappointment.

The rule is that you should never hire an inexperienced person for an important job. The only real predictor of future performance is past performance. Throughout the interview process with a candidate, your most important concern is whether or not the candidate has successfully mastered the job that you are hiring him or her to do for you.
3. Are They A Good Fit For The Current Work Environment?

The third element to look for is personality. In studies of many thousands of job failures, it has been found that the cause of most of them was “wrong fit.” This means that the person does not have the correct personality to fit in with you and with the other people who work on your team.

One of the basic rules of human nature is that people don’t change. Over time, they become even more of what they already are. They don’t change their basic personalities, temperaments, or work habits. You should never hire a person with a personality problem with the hope or fantasy that the person is going to change once he or she starts working in your company. It simply won’t happen.

I had a woman working for me some time ago who did her job extremely well. She was in charge of mailing, shipping, and delivery and was quite competent. She had only one problem. She was short-tempered and irritable and she used foul language and would snap at other members of the staff for the slightest reason.

My role and goal in my business is to achieve and maintain harmony among my people. I will not allow a negative person to work in my company. Complaining and criticizing are grounds for immediate termination. When my staff told me about the problems they were having with this woman, I sat her down privately and told her that, no matter how good she was at her job, her behavior was not acceptable at my company.

To my surprise, she replied by saying, “Look, I’m a bitch. I’ve always been a bitch. I have no intentions of changing. If you don’t like my personality, it’s your problem. I will just go somewhere else.”

Her honesty and candor were refreshing. Since I did not expect her to change or to be other that who she was, I thanked her for her openness and promised to help her get another job if she would help us to train a new person. This arrangement worked perfectly. I found her a job at another company working on the loading dock with people who didn’t mind if she was short-tempered and used foul language. In return, she helped us to hire and train a new person. We parted the best of friends. And she is still working successfully at the other job.
Before You Begin The Actual Hiring Process

You can ensure a high level of fit with a new hire by having the person meet with at least three other people before you make a decision. Job candidates will always be at their very best when they are talking with the boss for the first time. But when they talk with potential co-workers at their level, they usually “let it all hang out.” Their true personalities emerge. They reveal themselves more openly to people who might be their co-workers in the future.