When you’re starting your own business, you vow you’ll never make the same mistakes that you’ve seen ruin other companies. You’ll hire the right people and build a strong, healthy team that will lead your firm to long term success.


Your hiring choices can make or break your business start-up. Read on to learn about what you can do to select the right employees who will drive your business forward.



Joe recently launched a printing company. He needs to hire sales staff to meet the growing demand for his products. Joe wants salespeople who will pursue business opportunities and present his print shop as a reliable option for clients’ printing needs.


Before he writes an ad searching for salespeople, Joe decides to research what qualities he should look for in an employee. He learns some helpful tips on small business advice websites.


Joe reads that while experience matters, it’s not an indicator of success. A candidate could have dozens of years of sales experience, but if he doesn’t fit into the company’s culture, he won’t last long. What should Joe be looking for in a new hire? During the interview, Joe should assess the candidate’s social intelligence. “Social intelligence” refers to how well someone can interact with other people based on their ability to read a situation. While social intelligence is important in any position, it’s critical for salespeople.


Joe recognizes that he’ll have to train a new salesperson. However, he knows that whoever he hires will acquire the skills he or she needs to carry out the job. He can’t change someone’s personality to make them a better fit for his company.



One of the pieces of small business advice Joe received was about corporate culture. The term “corporate culture” refers to the beliefs and behaviours that define how an organization operates. These beliefs and behaviours are often unwritten. A business mentor told Joe that corporate culture is crucial to any business’ success. And the people you hire shape that culture.


When it comes to defining the corporate culture of Joe’s printing company, he’s not sure what it should look like. Joe definitely knows what he doesn’t want, though. He doesn’t want employees who show up late or who are rude to customers. Joe doesn’t want untrustworthy employees, or people who bring all of their personal problems to work. Those people make a work environment very unpleasant. Moreover, they can cost an organization customers and revenue. Joe understands he must be very careful when hiring, because his choices affect his company’s success.



After doing his research on what makes a good salesperson, Joe writes an ad seeking a salesperson and posts it in a number of places. He receives a flood of resumes.


Because Joe’s starting a business and desperately needs salespeople, he’s very tempted to hire the first person whose resume makes the candidate sound like a decent fit. He doesn’t do that, though.


Joe remembers that his old boss was under pressure to hire someone to fill a position quickly. His former supervisor rushed to fill the role. The new hire was rude, constantly late to work, and didn’t treat her teammates with respect. She didn’t last long at the company. Joe doesn’t want to repeat that mistake, so he reviews each resume carefully to evaluate the candidate’s interpersonal skills.


Ultimately, Joe finds the right salespeople for the print shop. Their professionalism and positive attitude boost sales and build a great working environment.



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