With many professional services available to business owners today, it can be not easy to choose who you should hire for your projects. Here’s a checklist of things you should do before deciding and hiring someone for your business.

Conduct a competitive salary analysis 

When you are ready to hire staff for your business, you need to conduct a competitive salary analysis. This will help you decide on the salaries of your staff members and can help you save money in the long run. If you underpay, then you may have trouble keeping good employees or just not be able to attract them.

In order to complete this type of analysis, you need to know what the average wage is in your area and how it compares to other companies in your industry. There are a number of resources that can help you find out what others are paying for similar services or products.

You should take into account the cost of living in your area when determining how much money a potential employee should make. Pay attention to annual reports that list the minimum wages in your area and how they compare with the national minimum wage. You can also use this information when setting up employee benefits for your business.

After gathering all of this information, it is time to make some decisions about how much money each of your employees will make and if their salary is enough to keep them happy at work and maintain their loyalty.

Employee must have a natural aptitude for the job 

It's tempting to hire someone who has experience in your industry, but that isn't always the best way to go. Instead, look for candidates who are naturally good at what you need to be done. For example, if you're hiring a programmer, find someone who has innate programming abilities and who is willing to develop their knowledge day by day. The programming world is constantly developing - that’s why it’s really important to hire a person who is passionate about programming. 

There are plenty of businesses that hire people with the right credentials but no innate inclination toward the job. Inevitably, they struggle because they aren't passionate about their work or committed to doing it well. If you want to make sure your business is successful and that your employees are happy in their jobs, pick staff members based on natural aptitude first, followed by credentials.

Interview with someone you wouldn't mind working for yourself 

There are a few key things you want to keep in mind when interviewing candidates for your business. First, you need to look at them as an individual, not just as a candidate for your company. Ask yourself: would you enjoy working with this person? Are they someone you can trust? Would you want to be friends with them?

Second, think about how your candidate will handle the responsibilities of their position. Make sure that they're not overconfident and that they are able to answer questions about their past experiences.

The best way to test their expertise is with a hiring assessment test. Such tests are created to test a candidate’s skills, qualities, and knowledge. There are different tests for different purposes. For example, if you hire a programmer, hiring assessment tools such as Wild Noodle will help you. Wild Noodle is a language-independent programming assessment that lets you find the top talent to fill software engineering jobs. 

Third, don't forget to ask them about their goals and ambitions. Do they have a plan for the future? What can they bring to the table that would benefit your company? 

Finally, make sure you have a plan in place for this person once they start with the company. This means having enough work for them to do right away and laying out a clear path of advancement within the company.

Hire people you trust 

Hiring people you don't trust can be a disaster. It's easy to underestimate the value of having someone around you with whom you can share the burden of running a business. A company is only as good as its people, so if you have issues with your staff, it can have a devastating effect on your business prospects.

Because of that, the main question you should ask yourself before hiring a particular person is whether you can trust them. If you think that a person wasn’t persuasive enough - it’s better to find another candidate for a position. Hire people you trust, make them trust you, and you will achieve success with them. 

Hiring assessment tools

Hiring assessment tools to help to hire managers and recruiters streamline the process of narrowing down their potential candidates. It's not just a matter of picking someone who meets all the technical requirements but also finding someone who fits into the company culture.

Hiring assessments can help hiring managers find someone with the right personality traits, like honesty and integrity, compatible with existing employees. When you use an assessment tool with personality questions, it helps you identify candidates who are better suited for the job.

You can use various test questions to pinpoint specific traits critical for success in a particular position. For example, if your job requires a lot of customer interaction, you can ask how candidates would respond to different customer situations.

Choosing the right assessment tools can help target candidates who will be the best fit for your organization. For example, if you want to hire a skilled programmer for your organization, we recommend using the brand new Wild Noodle AI-powered programming assessment test. 

Wild Noodle is the first language-independent programming test designed to measure superior job-related skills. The 12-year study of Wild Noodle's assessment test has shown a clear correlation between the assessment results and subsequent job success. 

Wild Noodle's AI-based test, called Herbert, can improve the quality of candidates and speed up hiring decisions by assessing how well candidates can use all their skills. It's easy to administer and doesn’t require candidates to know a particular computer language. You gain insights into candidates’ creativity, problem-solving skills, ability to learn, critical thinking, level of knowledge about software, aptitude for logic and mathematical reasoning, and more.

The Herbert test requires the user to learn and use a simple computer language called “h” which takes only 15 minutes. After that, a candidate doesn't even need to solve complicated problems - what they will work with are simple puzzles! The purpose of the test is to program a robot to hit all the white buttons while avoiding the gray ones. In order to “solve” a level, the program must work and also be optimized to fit within a certain number of “bytes”.

Interested? Find out more about Wild Noodle here: https://www.wildnoodle.com/company; or you can leave your contact info for a representative to contact you: https://www.wildnoodle.com/contact 

Conclusion 

So, in conclusion, it can be said that good people attract more good people, so hiring talented individuals not only has the potential to improve your team’s output, it will also increase the chance that you’ll attract and retain more talent. As a result, you can begin to build a strong reputation within your industry as an employer of choice -  which can pay dividends over time.