There’s a right way and a wrong way to hire. If you do it right, you gain an employee who you can trust to help grow your business. If you do it wrong, there’s a big chance that you’ll be starting the process over again within a few weeks. As the boss, it’s ultimately up to you to decide whether or not to bring a candidate on board. With that in mind, we've assembled a list of tips from REMODELING articles and other sources that will help you vet, interview, and hire top talent. Share your hiring tips, too, to ensure that other remodelers hire right.


  • Set a process: Get started off on the right foot by following a process based on your company culture that clearly defines the job you're looking to fill.
  • Go to the candidates: Job candidates won't appear out of thin air. Today's workers rely heavily on technology during the job search—make sure you're there to meet them.
  • Implement a ranking system: Review and rank resumes as they come in from best to worst; use that order when contacting candidates and setting up phone interviews. 
  • Look beyond basic skills: Sure, the applicant is an excellent carpenter, but that doesn't mean he or she knows how to handle a customer complaint or how to close a sale. Make sure that you hire the right person for the job.
  • The interview as a test: When candidates come in for a face-to-face interview, take note of how prepared they are as it can reflect how prepared they are for the job.
  • Be careful with backgrounds: Background checks are a popular tool in the hiring process, but be careful how you use them. Improper use can open you and your business up to liability issues.
  • Interns don't hurt: If you're unsure of whether or not you need another full-time employee, try hiring an intern. It's a great opportunity for both you and the intern to try out each other—they just might be your next hire.

From Around the Web:

  • It's all about strategy: Set a hiring strategy to stay on track when evaluating applicants and to ensure that you're looking at a diverse group of candidates. 
  • First is the worst: Hiring your first employee is probably the most nerve-racking hire you'll make. If you're a small business, remember to think like one when bringing on that first employee.