Now that we have said the above, not everyone is the same. And not everyone is perfect. Some have negative and positive tendencies depending on the objectives you're trying to accomplish. The purpose of this article is to discuss the practice of hiring the best people for your organization. Though the meaning of "best" will vary, there are certain universal attributes you would want to consider. Let us look at some of them below.

1. Can the person think on his or her own? The last thing a progressive organization wants is someone who is always agreeable. This is useless. You may consider an individual who's not afraid to voice another perspective from time to time. She will save you from making a costly mistake.
   
   
2. Grammar or spelling mistake on the resume? Trash it. If the person can't put his best foot forward correctly on one single page, then how do you think he'll perform on responsibilities of a wider scope?
   
   
3. Never make hiring decisions based purely on physical aspects. Some people have biases with a person's facial features, national background, how he or she dresses, and so on and so forth. Another matter is not hiring the physically disabled. This is not only illegal but illogical. Look at the overall individual and how she can add value.
   
   
4. Does the person look you in the eye? People who look away from you while talking are suspect. The same goes with quick or abrupt answers to your questions. He may have something to hide. But again, don't outright judge this person mainly on these two behaviors but the overall presentation.
   
   
5. What were her past experiences and decisions? This usually is a good indicator of how she will act in the future. What you're looking for here is whether the person made choices for the good of others, and not just for the good of herself. Obviously, you want someone who can think beyond selfishness.
   
   
6. Spend some time with this person in both formal and informal settings. His true self, if hidden, will be manifested. Make your decision accordingly.
   
   
7. If you're hiring a line person, focus in on her job or technical skills. If you're hiring an executive, focus in on her interpersonal or people skills. This is due to the general requirements of the two positions.
   
   
8. Negativity is bad. If the person continually makes deriding comments about other people and his former companies, you can be certain he will do the same thing to your organization in the future. Seriously reconsider hiring this individual...
   
   
9. ...at the same time, there is nothing wrong with him being upset or disappointed about the past. Sometimes this underlies great passion to do things right. The world as a whole is very adverse to change -- even change for the better. Dig deeper to ascertain this person's personality regarding this issue.
   
   
10. Look for honesty. If he admits to prior improprieties (such as being fired), question what happened. Sometimes a person has learned his lesson and would never do it again. In a way, someone who has not made mistakes in the past is dangerous because lessons have not been learned. Honesty can also be a small thing like putting on the resume a 3.59 GPA instead rounding it over to a 3.60 GPA.
    
    
11. Be cautious about hiring someone who has a history of voluntary "job hopping." A pattern of less than two years of service with various companies is not good.

We believe that no matter what the unemployment rate is, there will always be a shortage of good people. The job market is wide open for such individuals. If you're the employer, grab that person fast before someone else does. If you're the potential employee, you have nothing to worry about.

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