by Don Taylor

There are seven steps you can use to attract, hire and retain quality people. Following these steps will improve your odds of success.

Step One: Create a place where people want to work

While every person is unique, most potential employees are looking for similar rewards. They want an interesting place to work where they can use their education and skills. They want to help solve problems, make decisions and feel valued for their accomplishments and progress. They need room to grow, potential for advancement and recognition for good work. And yes, they all want fair wages. You can create that workplace by making work a game. You then need to explain the game, define the rules - how to keep score - and always celebrate your wins. Every business can benefit from using some form of this type of "open-book management."

Two more key ingredients to creating a desirable workplace include empowering employees and giving them flexibility. Empowerment is based on knowledge, skills and training. Once employees are up to speed, give them freedom, trust their judgment and hold them accountable. Have a philosophy that focuses on results rather than policies and procedures. If you really want to keep good people, be flexible. Give them options and let them have fun.

Step Two: Know what you need

A common problem in the hiring process is mismatching people and positions. This leads to unhappiness for everyone. You can eliminate most of this problem by creating clear, concise and current job descriptions.

Define the responsibilities, functions and requirements of the job. List the educational skills and abilities needed to get the job done. Keep it short and simple and focus on the fundamentals.

Step Three: Start early

The more urgent your need, the more likely you are to hire the wrong person. Begin the search for future employees before you actually need them.

Recruiting is an ongoing job. Those owners who excel in this area train themselves to constantly be on the lookout for people who have the attitude, character and skills that are compatible with their needs. If you don't know what you need, go back to Step Two.

Step Four: Know where to look

Where are the best people? How do you find them? Keep communications open with your best employees, customers and suppliers, and network with these important resources. You also can use intern programs and part-time opportunities.

Don't count solely on the classifieds. Remember, the best, most desirable people are already working, not pouring over the "Help Wanted" ads. Use your established network, keep your eyes and ears open and be creative. Some business owners are even using radio and television spots as well as billboards.

Step Five: Know what to look for

Quality people have some common traits. I've learned to look for high self-esteem, a positive attitude, strong communication skills, enthusiasm, a good sense of humor, personal pride and integrity.

If I can't have it all, I'll settle for the positive attitude and integrity. I'll never hire a person without these two characteristics.

Step Six: Hire tough

It is better to hire no one than to hire the wrong one. Here are some tips on hiring tough. First, create a plan for your interviews. Second, find out what the applicant has done, why he or she did it and how well it was done. Third, prepare the right questions and follow the 80-20 rule - the applicant should do 80 percent of the talking. Fourth, use multiple interviews for the finalists. Schedule these for different times during the day. Fifth, check references diligently. Do your own digging; don't just rely on those listed in the resume. Sixth, take good notes and use an evaluation form. After several interviews, you may only remember the most recent.

Step Seven: Never stop training

Most small business owners devote very little effort to training their employees. Fewer than 10 percent of U.S. employers provide any formal training.

Good training should focus on basic job functions, product knowledge, customer care, communications, etc., and then move on to more detailed or technical areas. Like recruiting, training is an ongoing process. Learning never stops and training never ends.