Selecting the Right People: Practical Tips

Management is the ability to achieve results through other people and the effective use of available resources (such as equipment and capital). That’s the “official” definition.
In practice, though, business results are produced by people — employees and executives — while planning, coordination, and supervision are handled by management.

The achievement of a company’s goals depends mainly on two factors:
(a) the skills and capabilities of its people, and
(b) their level of motivation — how committed they are to their work, to the company’s vision, and how much they truly give their best.

The first step in building an effective team is selecting the right people for the right roles.
So, how can an owner or HR manager ensure they’re making the best possible hiring decisions?

1. Clarify What You Really Need
Start with a job analysis. Clearly define the responsibilities and duties of the position — at least the essentials.
Then, identify the key characteristics that lead to success in that role.
For example, if you’re hiring salespeople, you’ll need individuals who are outgoing, energetic, and communicative.
For an accounting position, on the other hand, you’ll value organization, attention to detail, patience, and numerical ability.
Create a list of 5–10 selection criteria to keep in front of you during interviews — it helps you stay focused on what really matters.

2. Take Your Time
Avoid rushed or impulsive hiring decisions — they’re usually the wrong ones.
Announce the position publicly, spread the word among your network, collaborate with recruitment professionals if necessary, and collect a sufficient number of applications. Only then can you truly make an informed choice.

3. Don’t Be Misled by First Impressions
A confident or well-spoken candidate can easily make a strong first impression, but that alone isn’t enough.
First impressions are often misleading.
Sound hiring decisions are based on data, structure, and critical thinking, not on instinct or emotional reactions.

4. Evaluate Both Formal Qualifications and Personal Qualities
Beyond education and experience, focus on personality, character, and attitude.
Integrity, reliability, a positive outlook, willingness to work, and a spirit of teamwork are essential qualities for long-term success.
Good manners, organization, and self-discipline are also valuable traits in any position.

5. Prepare Well for Interviews
Before interviewing candidates, prepare a consistent set of questions so that everyone is evaluated under the same conditions.
Avoid overused questions like “What are your strengths and weaknesses?” or “Why do you want to work with us?”.
Instead, ask job-relevant, practical questions:
For example, “How would you handle a dissatisfied client?” or “What steps would you take to solve a technical issue that suddenly occurred?”

During the interview, listen more than you speak. Your goal isn’t to impress the candidate but to understand their way of thinking and problem-solving.

6. Meet Candidates Twice
A second interview helps confirm your first impression and reveals consistency in behavior and responses.
Both you and the candidate will be more relaxed, allowing for a more authentic conversation.
It’s also a good idea to include a colleague or consultant in the second meeting — a second perspective often helps you notice details you might have missed.

Conclusion
Selecting the right people for your business is not an easy task, and it should never be treated lightly.
Hiring someone who doesn’t fit the role — and then investing time and money in training — only to find they’re ineffective or leave soon after, can be costly and frustrating.
Taking the time to make a thoughtful, well-informed choice in the beginning saves you effort and resources later on.

While there will always be unpredictable factors, a careful and structured selection process greatly increases your chances of success and reduces the risks of poor hiring decisions.