One of the keys to hiring excellent employees is to make sure you have in place a formalized interview process. Important parts of the process may include; an employment application that allows for last three job descriptions, duties, and responsibilities, dates of employment by month, immediate supervisor, what they liked about the last job, what they disliked, what they saved-achieved-or made for the company during this job. As important on the application is the “what’s of value” section where you attempt to determine the value of; Money, Vacations, Benefits, Challenge or Title. Of course, this application should also include the area for the applicant to list at least three references as well. Keep in mind that the goal of using this application is to make sure each potential employee receives, at least initially, the same questions which allow for consistency in the hiring process.


Failure of any employer to familiarize themselves with the dos and don’ts of state and federal legal questions you may ask in an interview may put your company in jeopardy. Established employment laws regarding age, race, gender, religious preferences, and disabilities, etc. can sometimes be somewhat confusing. The state department of labor, employment attorney’s, and federal employment law websites can be very helpful in learning more and staying up with current fair labor laws and regulations. Suffice to follow the existing state and federal laws is critical but making sure the interview questions are held specific to the position being filled is also very important. One last word of caution is to make sure and develop an Employee Handbook that clearly outlines all of the company personnel policies, dress codes, vacation, and sick day rules, and specifies codes of conduct that all employees must adhere to. All employees should acknowledge by their signature that has received a copy of the Employee Handbook.

Team Building

Team Building with any new employee should start with a formal company introduction and complete job orientation. Expressing and emphasizing the importance of good open communications with the new employee is good but a demonstration of this policy is more important. Assigning immediate short, and long-term goals, and allowing for weekly follow up sessions to assess the progress of the new employee can increase their success early on. Assigning a mentor to any new employee can also enable a fast start to the satisfaction, production, and perception that working as a team is a real and genuine part of the overall company culture.