10 Tips to Ace Your Next Hire

Hiring can feel a little like dating. You’re searching for “the one,” trying to figure out if this person is really who they say they are—and hoping they’ll stick around for more than a few months. The stakes are high, the choices many, and the fear of getting it wrong? Very real.

But hiring doesn’t have to be stressful. In fact, it can be smooth when you’ve got the right strategy in your back pocket. Whether you’re a seasoned hiring pro or just getting started, here are 10 tips to help you nail your next hire.

1. Know what you actually need

Before you even post a job description, get crystal clear on what success looks like in the role. Are you hiring someone to grow into a leadership position or someone who can hit the ground running right away? Define the must-haves versus the nice-to-haves, and don’t just recycle the last job posting you used. A little clarity up front goes a long way in finding the right person instead of just a person. The McQuaig Job Survey is one way to help gain that pre-hire alignment before you start a search. The tool allows multiple stakeholders in the hiring process to weigh in on what they think is most important to a role, helping you to create an ideal profile that gives you a real target to aim for.

2. Write a job posting that captures attention

This might sound obvious, but so many job descriptions read like they were written by a robot or have been recycled a dozen times. You want to attract humans, right? Inject some personality into your posting, highlight what makes your company a great place to work, and ditch the jargon. If your job ad sounds like every other one out there, don’t be surprised if it attracts the same pool of candidates. And take length into account. Sure, we want a candidate that can do everything but if a posting is too long, your candidates will move on. That's where the ideal candidate profile you set up in tip #1 can help. Write your job description to match the type of person you're looking for and you'll get a head start on finding the right candidates for the role.

Read More: How can assessments help you make stronger hires?

3. Instinct happens—but back it up with data

We all have gut instincts during interviews. Sometimes it’s a good vibe; sometimes it’s a red flag. But your gut alone isn’t enough to make a strong hiring decision. In fact, you should resist the urge to make a hire just because someone was personable in an interview and you made a connection. Combining your intuition with objective tools—like behavioural assessments—helps you make more informed decisions. At McQuaig, we believe your gut deserves backup. When you understand a candidate’s personality, not just their resume, you’re in a better spot to hire someone who fits both the role and your team culture.

4. Get your whole team aligned

Hiring is a team sport. Before you start interviewing, make sure everyone involved in the process knows what the ideal candidate looks like. Are you prioritizing innovation? Reliability? People skills? It may be worth getting feedback from the team a new hire will be joining on what skills are currently lacking in the team composition that a candidate could fill. And if you have someone in a similar role who is excelling in their work, consider using them as a model to help you make your benchmark. A wealth of information exists on your team about how to make itself better. Your job is to ask the right questions and listen to the feedback. 

5. Don’t interview like a robot

“Tell me about your greatest weakness” might be an interview classic, but it’s not doing you any favours. Great interviews are conversations, not interrogations. Mix in behavioural questions that reveal how a candidate thinks, adapts, and interacts. Try asking things like, “Tell me about a time you had to change your approach mid-project—what happened?” That’s how you get the real stories, not the rehearsed lines. You should also consider using a structured interview approach, meaning each candidate will receive the same question in the same order. This helps even the playing field and gives candidates the best chance to shine.

6. Look beyond the resume

Sure, resumes give you the basics—but they don’t show the full picture. A candidate’s potential, adaptability, and attitude often matter more than what’s listed under “previous experience.” If someone doesn’t check every box but brings curiosity, growth mindset, and hustle, they might be the one you want. Think about what’s trainable versus what’s not. The McQuaig Word Survey is a great way to uncover those hidden layers of potential within a candidate. The assessment can shed light on a candidate's temperament, job match, work style, management preferences and so much more. Hiring managers can then use that information to make informed decisions on who may be the best fit for the team.

7. Culture fit is important—so is culture add

It’s tempting to hire someone who feels like a perfect fit. They like the same podcasts, get your team’s jokes, and already “feel like one of us.” But watch out: hiring too much for fit can lead to a homogenous team. Instead, think about culture add—what perspectives, backgrounds, or styles can this person bring that make your team stronger and more well-rounded? What gaps exist in the current composition a new hire could fill? That's why it's so important to have a solid understanding of your own team before you look to bring in someone new. The strongest cultures are the ones that are continuously growing and evolving.

Read More: Can AI help you improve your approach to onboarding?

8. Don’t skip reference checks (but do them better)

Yes, we know reference checks aren’t the most exciting part of the hiring process. But done well, they can give you a clearer sense of how a candidate really performs. Instead of asking generic questions, dig into specifics. Ask, “If you could coach them to improve one thing, what would it be?” or “What kind of work environment helps them thrive?” You’d be surprised how much people are willing to share with the right questions.

9. Think long-term, not just Day 1

A great hire isn’t just someone who can do the job now—it’s someone who can grow with you and hopefully, climb within the organization. Are you offering opportunities for development, mentorship, and stretch projects? If so, highlight that during the hiring process. Candidates want to know they’re not stepping into a dead-end role. Use your recruitment time to paint a picture of the future, not just the job description, so a candidate can envision themselves making a long-term commitment. Remember, your not hiring for a short term placement. You want to invest in a workforce that will stick with you as you navigate future challenges.

10. Follow through after the “yes”

You found your person—congrats! But your hiring journey isn’t over when they accept the offer. The first 90 days are critical for retention and engagement. Set up a solid onboarding plan, connect them with a buddy or mentor, and check in often. Bonus points if you used a McQuaig assessment—because then you can tailor onboarding to match your new hire’s personality and learning style. Smart, right? Our new AI assistant McQuaig Maven can take the results of the assessments you  gave through the hiring process and turn them into a tailored, specific onboarding plan designed to align to your role requirements and how a candidate learns best.

At the end of the day...

Hiring well isn’t just about luck—it’s about having a plan, using the right tools, and trusting both your head and your heart. The best hires happen when you take the time to understand what the role really needs, communicate that clearly, and bring in the kind of people who make your team better—not just today, but in the long run.

So the next time you're gearing up to fill a role, remember: you've got this. And if you ever want a little extra support, well, McQuaig's always here to help.