The following article by Siobhan was published in The Kilkenny People 9 April 2008

THIS is it. You have the CVs, you've carried out the interviews, you've taken the notes and now you have to make the most important decision.

I can only hope this has not driven you to drink and your new office address is not The Gutter, William Street, Kilkenny.

So, who do you choose? Do you pick Mary who has a glowing CV that has made you weak at the knees but no personality or do you choose Mike who doesn't have the experience but has a passion for the business and enthusiasm to learn? This will all depend on your priorities for the position which you would have thought about in your search. I know it's a tough one but someone has to be chosen and that's up to you and your team.

Here are a few things to consider when going over your notes and hiring the Golden Child.

1. Were they able to sell themselves? It doesn't matter what business you are in, at some point you need to be selling. If you have a candidate that didn't have you thinking that they were your soul mate in business, then they may not be what you need. After all, there are very few businesses out there that are not selling their services or products everyday. So you need staff that can sell.

2. Were they presentable? I once interviewed a person who arrived in a complete wrinkled outfit and an unshaven face. (Yes, it was a man!) We may as well have not continued with the interview. If someone cannot make an effort to make a good impression, how are they going to represent your business? I still say the traditional suit, neat hair and a smile wins brownie points.

3. Do they have experience? You may be deciding between two people. One has experience and one does not. Who do you choose? It all depends on your training of staff. If someone has the qualifications but no experience and you have a great training system, you may not be looking for experience. Consider this before marking someone off because they don't have experience.

4. Are they motivated? If the candidate has a good CV, it should have everything on it such as them taking on a paper round or delivering brochures when they were 12, to how they set up their own little business when they were 15. These are the ones you should be looking out for. You want someone you do not have to be lighting a fire under and who is going to use their own initiative and be a self motivator and possibly a person that can motivate those around them. They are gold dust so keep your eye out for them.

5. Body language. Did they make eye-contact during the interview? Were they fidgeting through out the interview? Were they sitting up straight in the chair? If someone comes in and lays back in the chair with one arm dangling off the back of the chair like a monkey, I would see it as disrespectful and a sign of future trouble. If they cannot make eye-contact, how are they going to be with customers? Lack of eye-contact can be misinterpreted as a sign of mistrust even if someone happens to be simply shy.

6. How long? I know its hard to tell, but do they sound like they could be with you for a long while? You don't want someone that will be with you for two months and then go off touring the Inca Trail. Sometimes you have to just ask them straight out.

7. In this day and age, everyone should know how to behave in an interview; there are simply no excuses. Things like researching the company are a must and crossing your legs and hands placed in your lap are standard. It may sound strict but you want them to care about your business as much as you and your team do.That means they should show a little effort.

I hope these last weeks have helped in your quest for a team member and that they stay with you for the long term.

Click Here to contact Siobhan