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It’s time to hire my first employee. With no prior hiring experience, what’s your best advice for me?

1. Don’t Hire a “Mini Me” 

When hiring a first employee, it can be tempting to look for a “mini me.” Don’t. Every employe  is critical in a small business. It’s much better to hire someone with complementary strengths and interests than someone who is like yourself but a few years more junior. Look for a candidate who enjoys the things you hate and excel at areas that intimidate you. Then, empower them to succeed. – Brittany Hodak, ZinePak 

2. Imagine How You Would Feel If You Had to Report to the New Hire 

I like to imagine what it would feel like if I had to report to my first hire. When I interviewed my  first employee and started thinking about reporting to them, I immediately realized they were not a good fit. The communication and leadership skills were lacking. I’ve used this test for every interview going forward, and it has protected me from many bad hires. – Shawn Porat, Scorely 

3. Outsource or Ask Your Friends in That Industry 

If you are not hiring core production employees, you may not know what you are looking for. In this case, consider outsourcing because while it “feels” like it’s more expensive, it is almost always cheaper due to existing expertise. Otherwise, ask your friends who are in the industry for help. When I was hiring a developer, I called up all my buddies in the industry for advice on what to look for. – Michael Hsu, DeepSky 

4. Put Candidates on a Probationary Period 

Set a 30-, 45- or 60-day probationary period for new hires so that you can vet them on the job. It’s increasingly difficult to filter candidates out based purely on their resume and a couple of interviews because many have become well-trained at selling themselves. However, few will succeed on the job, so using a “trial” period will allow you to hire them on a contract basis and limit your risk. – Firas Kittaneh, Amerisleep 

5. Hire Slow 

You’re not going to eliminate bad hires all together, but the best way to avoid them is to not attract them in the first place. Spend time on the basics: background checks and real reference checks, but also implement real behavioral assessments that are tailored to the performance-driven culture you want to create. The best thing that works for us is multiple interviews, job shadowing and auditions. – Bill Lyons, Revestor 

6. Consider Contract and Part-Time Work 

Don’t forget that there are plenty of good people who are looking for part-time work, either because they are freelance or to supplement their income. By hiring someone part time, you take less of a hit on your cash flow. As a bonus, you get great experience managing a team without all the pressure of full-time employment. – John Rood, Next Step Test Preparation 

7. Don’t Settle for the First Person Who Lands in Your Lap 

Have a plan, be consistent, and stick with it. With people falling onto your lap or low-hanging fruit from referrals, you’ll be tempted to hire people who are “good enough.” You don’t have to settle. Follow a process that is well thought out and aligns with the job description you have worked hard on. Hiring takes time, but don’t let that inconvenience you from learning throughout this process. – Peggy Shell, Creative Alignments 

8. Prepare and Be Honest 

It is absolutely key to know what you need. Many first time hiring managers hire people just like them. Don’t interview desperate (which means you should make your first hire slightly before you need them), and listen when someone tells you who they are the first time. For example, I send an email to all potential candidates explaining exactly what to expect. It weeds out any shaky candidates. – Maren Hogan, Red Branch Media 

9. Hire Attitude and Train Talent 

The first employee is going to help set the culture for the many more to come. Everyone will need training to get up to speed, so hire for attitude. By definition, you are probably doing something that has never been done before, so you need someone who is passionate to be a part of your vision. The wrong attitude will be contagious to everyone who comes next and that is extremely hard to fix. – Douglas Hutchings, Picasolar 

10. Understand That Job Descriptions Are Perfect, Humans Are Not 

It is important to realize that when you write a job description, you are creating in your mind a perfect, idealized version of a candidate. That candidate doesn’t exist in real life. During the selection process, know that you aren’t compromising on the idealized version of the candidate; more so, you are determining if there is a net benefit to your organization from adding the candidate. – Eric Mathews, Start Co. 

11. Test Real Skills, Not Just Credentials 

It’s easy to default to a resume when deciding if a candidate would be a good fit; however, successful business owners will test real skills during the interview process to ensure they are solid on the team. This process can range from an on-the-spot test to a quick homework assignment. These tasks will help set the tone for the position and weed out any unfit applicants. – Anthony Pezzotti, Knowzo.com 

12. Prioritize People Who Have Done Their Own Things 

Almost everyone I’ve hired has had a side project or something of significance that they were doing before I hired them. The barrier of entry to doing something interesting and putting it in front of thousands of people is low enough that most people should be able to talk about personal projects that have received attention. These are people who have the will to work and experience with feedback. – Adam Steele, The Magistrate