How To Hire The Right People

You need to be precise about what tasks a future employee needs to be able to perform. Write it down as a specific mandatory goal that if it is not reached the employee has to leave the company. The goal needs to be so clear that recruiters, teammates, and future employees understand what you are looking for.
You need to have an idea of where exactly you would find those people. Getting this right is crucial as the fastest and only way to significantly increase the profits of your company is by hiring.

With ever increasing comlexity you should hire people who have specialized particularly in what you are looking for. For instance if you sell high end shoes and you need a new CEO hire a CEO that was only the head of luxury companies better luxury footwear.

Character traits all your employees should have:
Producing results with little resources. (important for your ROI)
Honor: has ethical standards.
Eager to move forward and grow the company.
Holds up to his promises and would even sign them on paper.
Likes to constantly learn and gets new contexts right.
Able to interpret outcomes correctly. (Knows what the mistakes were and knows what determined the success)
Stays motivated even after long periods of stall.
Has new ideas on his own that could move the company forward.
Stays calm under stress.
Willingness to accept objective truths even if it was not what he/she previously believed.
Likes to work in a team.
Fits into your company culture. (Define it in your job description)

Have always objectives for teams because otherwise they don’t know how hard and in which direction to push.

Asking industry leaders what their most successful hiring methods were they all unanimously said that referrals from both their own personal and business network lead to the best hires.
So what you do is to create a list of the most talented people you know. Speak to them and ask them what are the most talented people they know and so on you continue until you have a big list.
You can also ask your employees who they know so that they create lists on their own.
Alternatively, you can hire a recruiter to do this.

When hiring applicants make sure that their career goals match with what you need from them.
Ask them about what they are really good at and let them give you examples.
Then ask them what they are not good at and check if the things they fail in is something that is needed for the job.
Ask why they are leaving their old job. Look out for people who got fired. You have to ask them why they got fired. Encourage them to tell the truth by asking about the name of their boss from which company he is and how to spell the name. Do not hire people who have been pushed out of 20 percent or more of their jobs.

Red flags for hiring people.
Doesn’t talk about mistakes that happened.
Takes credit for something he has not done. (Steve Jobs)
Speaks bad about most people.
No decent explanation why he wants to change jobs.
If in management never fired anybody.
Cares more about money than the actual task of the job.

Once you found the perfect applicant you want to make sure he signs the contract. This you ensure by:
Making it easier for his family to move with him.
Making him realize that he will enjoy his working environment because of the cultural fit.
Paying people fairly based on their performance instead of a fixed salary.

Source Who Geoff smart