This Will Rogers quote can most definitely be applied to those giving hiring interviews.

Of course this is something you know, but how often do we see a fabulous résumé and then omit doing a thorough interview as we believe we’ve got the right person?

Another way to find out more about your prospective employee is to perform a Google search.

The previous tip discussed having the applicant work for a full day (or even several days) without assurances of the job. This tip is similar but with a couple of key differences.

Have your applicant work for an entire month on a conditional basis. He can leave at the end. You can let him go.

One idea that has been found successful is to have him work for a full day. Or maybe even several days. Give him a fairly quick understanding of what's needed and get him rolling.

In the first four tips on Hiring the Salesperson, we covered preparation, motivation, prospecting and sales technique.

In this tip, let's tackle the Holy Grail of sales: closing!

Let’s say you’re hiring an Office Manager. 

Fred has shown up for his interview and has Office Manager experience. 

How do we know how experienced Fred is?

Well, we can take Fred for a tour of the office. Here’s how it could go:

Most people have a pretty good idea of what’s expected of them. They’ve had some training for their position and ideally some apprenticing.

This tip could even include those who have considerable training, for example health care professionals or software programmers.

The question is, “What did you do when you didn’t know what to do?”

Today I read an interesting quote in a hiring book:

“Companies are notorious for hiring based on skill and ability, and firing based on fit.”

Certainly with regards to skill positions, I would agree with this.

What about the prospective staff who look and sound great but a month or so down the road quit unexpectedly or compel the owner to fire them?