Creating a process and understanding what you want and need is the first step. Blindly hiring employees can be costly in many ways. The first step in the process is defining your expectations, which would be your job descriptions. The second step is finding candidates who are willing to be trained to meet those expectations. This process begins with your job application. Make sure you use an application that asks specific questions which will allow you to screen out potential problems. For example:

1.availability
2.required work reference
3.What do you like best about this industry?
4.Are you a student, detailed school schedule
5.Define your strengths and weaknesses
6.Ask five questions specific to the job (list the
      ingredients in a long island ice tea)
7.Define team work?

Don’t waste your time interviewing based on name, address and phone number. Utilize your job applications to eliminate unqualified applicants. The next step is the interview process. When conducting an interview it is important for other managers to be involved. What I mean by this is that every candidate should be interview by more than one person. Getting a second opinion will eliminate doubt and will promote teamwork within your management staff. Not unlike the application, the interview should have a checklist with specific questions and observation that each manager should use to compare their first impressions. Comparing these checklists will help determine whether or not the team will choose to hire the applicant. The final step of the hiring process is to schedule orientation and training.