Phew! What a busy day it has been since the morning. I’ve been interviewing web-designers and programmers that I want to hire for my company.

“Who to Hire” is perhaps one of the most difficult decisions any entrepreneur has to make. After all, the success of any venture depends on the people running it.

So, the question is — What to Keep in Mind When Hiring Someone.

Well, since I’ve always used distributed teams and never really hired a full time employee, I also had the very same question on my mind before today’s interviews. To find an answer, I headed to the best consultant one can ever get — online forums.

It sometimes amazes me to see how easy it is to get tons of useful tips and advice from the veterans by posting on forums. However, there is one small problem — most of the advice on forums is disorganized and gets buried under useless crap pretty fast.

Anyway, I posted my question at various forums and literally hundreds of people replied with their tips. Below is the summary of all the things to keep in mind when hiring someone –

1. What are you looking for in Terms of Personality. What main personality traits would the perfect candidate for this job will have? What values are you looking for?

Also remember — you are not looking for your clones. Try to find people who can compliment your weaknesses as too many people with the same strengths mean you also probably have the same weaknesses.

2. What are “Key Incentives”. Financial Rewards for achieving targets, opportunity to experience how to work with international team and an opportunity for growth. What else?

3. Experience of the Employee. Experience in a similar position should preferable but not necessary. It is far more important that the person be inquisitive and willing to work.

4. What kind of training will you provide? Will you be providing any formal training or resources for the job?

5. Are they in it for the “Long Run”? How long will they stick to the Job? Are they in it for the long term or they are just hanging around till they find a better opportunity?

6. How likely is the Candidate to take your business ideas and run with them along. The less likely he or she is, the better it is for you.

7. Don’t hire someone just because “they seem like a nice person”. CHECK THEIR REFERENCES! However, don’t be too obsessed about degrees and references – take a look at their skills and their personality too.

8. Never hire anyone who refuses to recognize the validity in an issue simple because they dislike the person or groups that advocate it. For example, do not hire a person who is a global warming skeptic simply because he or she does not like Al Gore or simply because he or she does not like anything advocated by the left wing democratic party whether it be right or wrong.

In other words look for a person who would let the facts prevail….not personal opinions.

9. Don’t Listen to What is being Said, but HOW it is Being Said. See if the person makes excuses and goes out of his or her way to show how their previous failures were not their fault.

10. Look for gaps in employment and question that. Chances are they were with a company they don’t want to mention.

11. Talk about personal matters, get to really know the person. This does throw many applicants off guard and this is where you see their true being, plus you can put them at ease.

See if they glow when discussing something they enjoy, then see if that same glow is there when discussing the position. Like poker, you have to read people and know when they are bluffing or not.

12. Set Specific Goals and Outline Your Business Plan, What You are About and What You Expect. However, be sure to let them know you are looking for someone who will not only follow the business plan, but to help further it.

13. Interview SEVERAL candidates. Don’t settle on the first one just because they interviewed well. Ask tough questions during the interview and really try to size up whether they will be able to adequately perform the duties without micro- management.

14. Don’t ever forget that they are an employee. Some people get too friendly with their employees and then the employees start to slack off. If you want a friend, get a dog.

15. Pay Fair. They aren’t stupid and they will learn your business model and rinse and repeat on their own a lot quicker if you pay crap wages.

And on the final note, here’s an excellent advice that Garyrcanuck posted on DNForum.com –

A friend of mine who just happens to be a very successful businessman and also an avid golfer, explained to me how he goes about finding a top notch employee in a day.

The secret he said is to take the prospect golfing (if he does not golf you probably do not want him/her).

During the 18 hole game you will see how honest the prospect is, their attitude, like do they make excuses, blame the weather, blame everthing.

Do you feel comfortable with this person and so on?

You folks that play golf will know what I mean.

Then lastly you will go to the 19th hole for refreshments. Here, of course, you will see how he performs with a few drinks in him. Also how he handles himself in company. Are they full of BS or do they listen to the topic at hand then after a pause, comment. Again are you comfortable with this person? Do you believe that they will represent your business, the way you want?

I imagine there are other situations you could use, but the bottom line is to spend a day with your prospect. Preferably in a situation where they have to participate.

After you have had a chance to review the prospects personal aspects, you can move on to see how qualified they are in the position you wish to fill.

Happy Hiring!

PS: Thanks to everyone who chipped in their opinions at WF, DNf, SP and WHT. And also Egor — who happens to be the most wonderful designer I’ve ever worked with.