The right hires will help grow and expand your business, but hiring the wrong candidates will cost you time and money.
To keep your recruiting sharp—and your growth on track—here are ten quick, practical tips that will help you zero in on the right people every time.
1. Turn big goals into everyday habits.
First, be clear about why you’re hiring. Do you need someone to launch a new product, crack a fresh market, or fix a clunky process? List three everyday behaviors that would make that goal happen—maybe “works well across teams,” “lets data guide decisions,” or “keeps the customer front-and-center.” Now everyone who interviews can look for those specific habits instead of just skimming résumés for fancy titles.
2. Ask for a two-minute “show and tell.”
Rather than wading through a giant portfolio, have each candidate walk you through two past projects that feel a lot like the work they’d tackle for you. Dig into what went right, what went wrong, and how they measured success. You’ll learn far more about their skills—and how well they tell a story—than from a slick slide deck.
3. See them in action.
Give candidates a bite-size task that mirrors real life on the job: a quick role-play sales call, a tiny budget puzzle, or a five-minute code review. Watching them think on their feet tells you more than any “where-do-you-see-yourself” question ever will.
4. Explore the thinking behind the trophies.
A resume full of wins looks great, but can they do it again for you? Ask how they chose their approach, solved hiccups, and weighed trade-offs. Consistent, clear thinking beats name-brand employers every time.
5. Listen to the people who worked with them—especially peers.
Colleagues and direct reports often give the real scoop on teamwork and mentoring. Try one simple question: “What’s one habit this person had to drop to grow?” When you hear the same answer twice, pay attention.
6. Hire for balance, not sameness.
Great teams mix different strengths—big-picture dreamers and detail hawks, optimists and healthy skeptics. Look at what your current crew is missing, then hire to round it out rather than clone it.
7. Let smart tech handle the first sift.
Free up your time for deeper conversations by using an AI screen such as Smartli. The AI reads every résumé, matches skills to your must-have list, and invites the best candidates to record quick video answers. You then get a neat shortlist and built-in scheduling, so you can skip the sorting and jump straight to real conversations.
8. Bring future teammates into the room early.
Since most roles touch several departments, invite a few people from those teams to interview. They spot hidden friction early and become instant allies when the new hire starts.
9. Capture interview notes right away—privately.
Ask each interviewer to jot down their rating and comments immediately after the meeting, before anyone compares notes. Combine the scores later; it keeps loud voices from swaying the group.
10. Move fast—but be thoughtful.
Top talent doesn’t stay on the market long. Once you’re sure, send a clear offer that spells out growth opportunities and success metrics—not just salary. The speed and clarity of your offer tell the candidate a lot about how you run your business.
Follow these ten down-to-earth steps and you’ll find—and keep—the people who actually move the needle.
Affiliate disclosure: We earn a commission if you purchase Smartli through this link—Smartli AI Recruiting Platform.
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