10 Tips to a Successful Hire

1. Make sure that you have correctively identified the core competencies and requirements required for the position. HINT: Look at the competencies of your top performers.
2. The most effective indicator of future performance is past importance. People that have been successful in prior positions will generally be successful in similar future positions.
3. Do not ask yes or no questions during the interview. Ask questions that begin “Give me an example of…” or “Relate an experience where…” After getting an answer, drill down with two or three additional questions. Take good notes and be sure to validate this experience when speaking with the candidates’ references.
4. Tolerate silence. If you ask a question, permit the person to gather their thoughts and invite them to take their time when answering. (Do not answer the question for them).
5. See the candidate in action. If they are Instructors, have them lead a short class. If they are Course Developers have them do a short writing assignment.
6. When reviewing writing samples of the candidates' portfolio request to see work in progress. Review project plans, design documents, and early drafts to gain a better understanding of the candidates' skills.
7. Check to see if the candidate has an external and internal service orientation. Do they see that their efforts need to satisfy managers, other employees and external clients?
8. Calm your initial assessments. Recognize your initial impressions of the candidate but refocus on the candidate and their answers. If you find yourself quickly liking the candidate, ask more difficult questions. If your initial assessments are not positive, ask some easier questions. Allow the candidate to relax and get comfortable.
9. Let the candidate know about how they will be trained and managed. If the performance criteria are known, share it with the candidate. Not all candidates that you want to hire will be appropriate to hire. They may be seeking a different environment, management style, etc. Better to find out now.
10. The best candidates are those that come from respected colleagues. Ask around to see if anyone in your network can recommend a candidate for your position. Consider using a staffing firm with a proven track record with similar types of positions.

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2001 Ross Squire. Printed with Permission.

About the Author
Ross Squire is the President of KnowledgeStaff. Ross has been involved in the learning and content design and delivery industry for close to twenty years. At various points in his career, Ross has been responsible for overseeing Marketing, Sales, Client Services, Project Direction, and Recruitment operations. Ross is a frequent speaker and author on topics related to career development, instructional technology, and technical writing industries.