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Books:

1. The Manager’s Book of Questions: 751 Great Interview Questions for Hiring the Best Person by: John Kador

2. The 17 Essential Qualities Of A Team Player, by: John C. Maxwell

3. What Clients Love: A Field Guide to Growing Your Business, by: Harry Beckwith

Weblinks:

1. Download ready made business forms from Entrepreneur.com, (including Job Analysis, Performance Evaluation and Self Evaluation forms):

Human Resources forms

2. Download various tools and guides for hiring and recruiting from Inc.com (sign-up is free):

http://www.inc.com/tools/#hire

Hiring and Recruiting (including, but not limited to the following):

3. Interview questions grouped by subject:

http://www.indiana.edu/~libpers/interview.html

Legal and Illegal Job Interview Questions

Much as they might like to, interviewers are not allowed to ask such questions as "Do you plan to start a family soon?" or even "How old are you?" Only questions dealing with the actual requirements of the job may be asked.

Here's a rundown of what can and what can't be asked, based upon current laws. Of course, you may volunteer any of this information if you think it is in your interest to do so.

These questions are legal. You are not required to answer the following.

	These questions are legal	You are not required to answer these
Birthplace/ Citizenship	"If hired, can you show evidence of being legally allowed to work in the United States ?"	"Where were you born?" "What is your native tongue?"
Sex/Family Status	May ask for name and address of parent, if candidate is a minor.	"With whom do you live?" or any questions which would indicate whether the candidate is male or female.
Race	Almost nothing is legal, until after the candidate is hired.	"What is your racial/ethnic group?" or anything dealing with color.
Age	May verify that candidate meets minimum requirement such as "Are you 18 or order?"	"How old are you?" or "When did you finish high school?"
Military Service	May ask about job-related skills acquired during military service.	Questions dealing with dates of military service and type of discharge.
Names	"To help check prior employment, list any other names you used."	"What was your maiden name?"
National Origin	"These positions require language skills. What languages do you speak?"	"How did you acquire your language skills?" What language did your family speak?"
Physical Characteristics	May require a photo only after hiring.	"Please submit a recent photo with your application."
Religion	May tell the candidates the hours when they would be required to work.	"Do you belong to a church?" "What is your religion?"
Criminal Record	"You will not be barred form employment on the basis of your answer, but have you ever been convicted of a felony?"	"Have you ever been arrested?" or "Have you ever been in trouble with the law?"
Physical Condition	"If hired, you will have to pass a physical based on actual job requirements."	"What is your physical conditions?" "Do you have any disabilities?"
Memberships	"Please list all job-related organizations to which you belong. You do not need to list any which indicate your race, religion, sex, or other personal characteristics."	"Please list all the organizations to which you belong."

19 Strategies For Hiring The Best

1. Great companies have great employees, so commit to hiring only the best!

2. Make sure you have written job descriptions. Verify with those performing and supervising the job that these job descriptions are accurate.

3. Think “outside the box.” Don’t limit your sources for good employees.

4. Avoid hiring someone who averages more than one employer every two years.

5. Use a rating system so that early candidates are not forgotten in the interview process.

6. Where possible, promote from within to maintain employee morale.

7. A person with an extensive self-employment background is very likely to go back to self-employment as soon as possible. Hire this person as a consultant.

8. Workers with a disability often do a better job with greater loyalty and fewer absences.

9. Use a temporary employment agency instead of hiring an employee in haste.

10. Conduct a pre-hire character assessment. We recommend www.cppq.com.

11. Try to have the person leaving the position and future co-workers interview their applicants.

12. Test the technical skills and industry knowledge of every job applicant.

13. Evaluate a potential employee’s energy levels. Checking them at different times of the day.

14. Carefully investigate any significant gaps in employment.

15. Get outside agencies to help if you don’t follow a powerful hiring process.

16. Use pre-employment questionnaires and interview extensively.

17. Test every new employee for drug use.

18. Check an applicant’s background and all references thoroughly. We recommend www.cppq.com.

19. Memorialize the terms of employment using offer letters and employment contracts.

"Building Your Own Dream Team" (PowerPoint 8660 kb)

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