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Hiring? Don't Stop at the Interview

Make sure you gather all the data at your disposal and analyze it properly.
January 1, 2010

Many people, especially women, start businesses because they want to be their own boss. In fact, this was the No. 1 reason cited by MasterCard in a 2006 Woman in Small Business survey. Sure, the hours are long and the ups and downs of growing a business can remind us of childhood roller-coaster rides, but as entrepreneurs we know this is one of the many trade-offs we make when we embrace doing work we love.

However, as our businesses grow and we think about adding to our team, many of us struggle with the transition from having a boss to being a boss. Hiring staff of any kind, from full-time employees to part-time or contract workers, is an incredible investment. Interviewing, selecting a candidate, training and integrating someone into the company culture can be a time-intensive process, so we want to be sure that we make smart choices.

If you're new to the process, you may be wondering how to make such crucial decisions with only one or two interviews, perhaps totaling two hours.

Well, there's more to interviewing than just the interview. You have more data at your fingertips than you know--it's just a matter of properly analyzing it. Consider the following:

Human capital is one of the most valuable assets of a business. Bringing someone onto your team is an investment, and it's important to analyze as much data as possible in making your hiring decision.