When you want to accomplish a successful hire, you have to search out applicants that meet certain qualifications. There’s no argument there. Each person must have the skills and experience necessary to take on the position you need filled. All this goes without saying.
 
But there’s a bit more to it. You will also be looking for other characteristics in the person that will show you he or she will be a great employee, and will contribute to your business. After all, you want to expand and meet certain goals. All your employees should help with this in some capacity.

Some of the characteristics you should look for in that ideal applicant are:

• Honesty
• Integrity
• A very positive attitude
• Willing to work hard

These are all very vital to getting that great person who will be a member of your team. If your applicant manifests all these qualities, you can’t miss. Or can you?

There is another attribute that enters in here and one that may very well be the most important one of all.

But what is this most important attribute? What is going to distinguish this particular employee and make them 99.9% more successful at their jobs than any other similarly qualified person?

It’s all in one word – purpose.

What does a person's purpose have to do with being a successful hire?

When your employee has a purpose similar to that of your company, and carries this forward into their job, you have a person who is going to get the work done. And they won’t be doing the work just for a paycheck. They won’t just be a “nice person” who is positive and honest and does what’s required of them, but they will have the intention and fortitude to go above and beyond to get an excellent result. They will strengthen your business and help you expand.

The People Link knows how to find employees who have the purpose needed to fill your position. Call us.

When you are interviewing applicants at hiring time, the questions you ask can reveal much about the potential employee. You’ll make a better decision at the end.

You will first want to list out the questions you’ll ask rather than try to keep them in your head. And don’t make it a long complicated list. An average for an in-person interview should run no longer than 30 or 40 minutes.

Cover all relevant points on the position in your questions. You want to ensure the most important ones are agreeable. Less important ones can be worked out.

Before you begin with the questioning, you should take a few minutes to outline the objectives of your company and give the person an overview of what you do in your business.

Besides questions establishing basic skills of your applicant some other questions you can ask are:

What career goals have you set for yourself and how do they relate to our company objectives as I described?

If we call a former employer, what will he tell us about your dependability?

Give me an example of a time you showed your trustworthiness in school or on the job.

Can you give me an example of a time at work that you went above and beyond the call of duty to accomplish something?

These are just a few ideas to put on your “question list.”

The People Link knows all the right questions to ask and can screen applicants to ensure you get the ideal employee as a team member in your company.

Mya