Before writing a job posting, document exactly what the role does: daily tasks, performance metrics, decision-making authority, and non-negotiables. A job description that is vague attracts vague candidates. Define success for this role in 30, 60, and 90 days — if you cannot describe what "good" looks like, you cannot evaluate whether someone is performing well.

The best job postings describe the opportunity and culture first, then the requirements — not the other way around. Lead with what makes working for you attractive ("Join a family-owned business where your ideas actually get heard"), include a salary range (postings with salaries get 30% more applications), and be specific about schedule and expectations. Post on Indeed, your local chamber job board, and your own social media.

Behavioral interview questions ("Tell me about a time when...") predict future performance better than hypothetical questions ("What would you do if..."). Ask the same 5-6 questions to every candidate to enable fair comparison. Always include a practical test relevant to the actual job: have a chef candidate cook a dish, have a customer service candidate role-play a difficult customer interaction.

Reference checks are underused because most employers accept "they were a great employee" at face value — instead, ask specific questions: "On a scale of 1-10, how would you rate their reliability? Would you rehire them if you could? What type of management style did they thrive under?" A failed background check or a reluctant reference is a red flag worth heeding regardless of how impressive the interview was.