How to Hire for Growth

Updated: Mar 27

Are you confident you have the right people managing the right tasks in your business? Not hiring the right employee outright can not only be costly, but can steer your business in the wrong direction. Here I give a few tips on how to hire for growth, ensuring you hire the right people from the start.


I received a phone call the other day from someone with his own HVAC company. He didn't really know what I did when he initially called and he inquired about a virtual assistant. After speaking on the phone with him for about 30 minutes, I learned he has had his business for 2.5 years, has been doing everything himself, is now wanting to grow but he needs someone to help get his paperwork together... I asked a series of questions to find out why he was looking for a virtual assistant instead of looking for someone to grow with him. He asked me what the difference was and once I explained, he realized he was looking for the wrong person.


I gave him a few tips to which he responded that he wanted me to help him find the right person. I do not consider myself a recruiter, but I am someone who places the right people in the right positions. I have been successful with this task over the past 19 years because I have never solely looked at the resume. I take a genuine interest in the company I am hiring for, the position I am looking to fill, and the person I am considering for the position. Having the right people involved with your daily operations is a critical component to having your business processes work efficiently. Below I have identified the top strategies I use when I am looking for rock stars.


  • Know your Companies Culture: Finding the right person for the job goes both ways. You want to be sure they can do the job well and hopefully you want to be sure they will add value to your business and they most likely want to feel like they are in an environment where they can thrive. In order to have these two meet, ensuring you are aware and honest about your companies culture, you will attract the right people. Claiming that the days are easy and carefree when they are actually quite stressful is going to attract the wrong person and will lead to high turnover

  • Know the Challenges of the Position: This piggybacks off knowing your companies culture. Understanding what the challenges are will help you to identify what kind of person is needed to overcome these challenges. In my opinion, they don't even need direct experience. I believe if someone has the desire to overcome something, they will and they will embrace the difficult situations instead of avoiding them. Provide the right person the opportunity the learn and grow from the position.

  • Seek to Know the Person, Not Just the Resume: The resume should really only be step one of your decision making process with hiring. Use the resume to determine the following: 1.) Would they be able to communicate in writing professionally (overall grammar and sentence structure) 2.) Are they dependable (length of time at previous jobs) 3.) Are they a go-getter - if this is important to you (are all of their previous jobs sitting behind a desk in a cubicle or are they willing to explore opportunities) 4.) Does their career path look to have you and your business in the future (are they a student that has been studying medicine and your industry is sales). After you review the resume, when you are having your actual interview with the candidate, use this time to ask more personal questions, like: 1.) What are you personal goals? 2.) What do you like to do on the weekends? 3.) What is something you have personally achieved and feel accomplished from? Ask the types of questions to help you gauge if they are appropriate for your companies culture and to overcome specific challenges the position comes with.

  • Set Realistic Expectations: When you are interviewing with your candidate, you need to paint a clear picture of what you company is like and what the position will involve. Let them know if the days are long and quiet or busy and stressful. Let them know what kind of phone calls they'll receive, if any. What kind of tasks are they handling, what kind of staff will they be working with, what are the meetings like, what is after work life like with the group. The more detailed you can get, the higher the chances you're going to find the perfect fit.

  • Regularly Check-In after Hiring: Once you have hired your rock star, you need to maintain open communication to ensure there were no false expectations on either end. Simply asking, "are you ok" or "how's the job" in passing is not going to cut it. You need to be in tune with what your new candidate is experiencing. If they were expecting something totally different, they may be planning their exit without you knowing, leaving you high and dry once again. The more open you are with your employees, the sooner you can address any potential issues possibly saving you from needing to go through the whole hiring process once again.

These are the top 5 things I keep in mind when I follow my recruiting process. I hope this helps and if you need help hiring someone in your business but don't want to pay the residual costs that come with a recruiting company, contact Evolving Enterprises to find the ideal candidate for your business.




If you are a business owner looking to grow your business, feel free to contact me with any questions!

Email me!


Improving daily operations & creating valuable time, steering your business towards growth

Tiffany has been successfully helping businesses grow since the early age of 16 years old. She quickly discovered her ability to identify inefficiencies and improve operations in an effort to decrease stress and improve the overall quality of work life, which she noticed was lacking in her first place of employment. She went on to start her own in-house ballroom dance business which she ran for 5 years.


 After graduating from GMU with a bachelor’s in business management, she accepted a position at a construction company acting as the Director of Operations to which she re-engineered the entire foundation, increasing the company’s annual net revenue from 4 to 12.5 million dollars.

Tiffany owns Evolving Enterprises with her husband, Rick Carroll, and their mission is to raise awareness and educate business owners on how to establish a strong foundation in their businesses, and the importance behind it, using Evolving Enterprises proven Foundation Building method.

Connect with me on Linkedin

Let me know what you think of this article in the comments below!


Evolving Enterprises, LLC

 Broadlands, VA

703.687.4652

  • LinkedIn - Grey Circle
  • Facebook
  • YouTube