How to Hire the Right Employee: Part I
Know Where to Look, What to Look For

Finding the employee exactly right for the position you need filled can be one of the most complicated tasks you as an employer will ever undertake. But it doesn't have to be that way. It all depends upon how you approach the task.

For most contractors, the fear sets in early - you enjoy putting in sprinklers; you simply can't stomach interviewing and hiring laborers. But just like developing an understanding for when a landscape calls for a PGP as opposed to a PS, you can learn what to look for in a potential employee and where it is you should look for that person.

What Do You Want?

The first step you should take is to sit down and write out an exact job description. Clearly state what the essential responsibilities are for the position. Then, ask yourself: what qualifications (include the necessary education and/or training that may be required) should the employee bring to the job? How many years of experience is necessary? What special skills or abilities may be needed? Are there any physical demands or safety knowledge particular to the position?

A clear understanding of exactly what you are looking for will not only make it easier for the applicants to know if this position is right for them, it will also make it easier for you to know if they are right for the position.

How Do You Get the Word Out?

Once you have determined what type of person you are looking for, post your help wanted announcement - with job description - at an assortment of local venues most appropriate to your particular needs. Among potential places to turn to are schools (high school graduating seniors, junior colleges, universities, technical schools) and their campus newspapers and radio stations, local daily or weekly publications, churches, youth programs, neighborhood job placement directors and the Employment Development Department. Even the Internet should not be ruled out as a source for finding potential job candidates.

However, the most tried-and-true method for finding qualified personnel is through word-of-mouth advertising. Ask your current employees, as well as customers and vendors for referrals. Chances are you will be more apt to find someone to your liking through their recommendation than by interviewing dozens of virtual strangers.

Also, consider offering a referral bonus. By providing a cash incentive - $20, $100, a week's pay (for employees), a free service visit (for customers) - you encourage people to give you the names of potential applicants. Just be sure that you do not pay out the "finder's fee" until after the referral has proven him/herself worthy of the job (e.g., after 60 or 90 days on the job).

How Do You Separate the Haves from the Have-Nots?

Once you have gathered a list of potential candidates, it is time to screen them. Create a list of questions to determine what you really need to know about this particular person for this particular job. You will probably want to know about their experience, trustworthiness, ability to take instructions and work either on their own or with a team, plus how they plan to transport themselves to and from work (don't skip this one - it's more important than you think). Keep in mind there are certain things you cannot ask, including questions related to race, religion, gender and age.

Tabulate your responses on an assessment scale (rating their interview answers on a scale of, say, 1 through 5), which will give a basis for comparison between candidates.

How to Hire the Right Employee - Part II: The best potential hire may have been right under your nose. And, how to go about selecting someone to fill the role of job foreman.