Hiring the right person is crucial for success in any industry and for any size organization. Small businesses, however, are unique in that every position plays a role of vital importance to the company. Hiring the wrong person can be devastating to a small business. Luckily for us, the experts at SmallBizTrends.com put together a comprehensive list of 6 rules for hiring a small business team. 1. Don’t hire family or personal friends While hiring someone you know well and personally trust may seem like a no-brainer, things can go wrong in an employment relationship relatively easily. If, for any reason, you need to eventually let go the employee, you’ll be glad you listened to this piece of advice. 2. Focus on a good job description Job descriptions help bring focus to an organization and to the expectations surrounding a person’s role in your business. Job descriptions should be a basis not only for how you select the right candidate, but also for how that employee interacts with the business. Make it clear who they report to, what their expectations are, and what processes exist for handling personnel matters. 3. Find the right attitude In a small business, each employee’s attitude can have a big impact on the business as a whole. According to the article, “yes, skills are very important.  But skills aren’t the only thing. Skills are what you use to weed out the candidate pool.  Attitude is what you use to select the right person from among the qualified candidates.  And attitude is something that you can assess during the interview process.” 4. Open the interview process to key co-workers and managers Finding the right team balance starts by involving the team. Invest key members of your organization in the hiring process. Allowing the people who will be impacted in your decision to have some say can go a long way towards getting the best result. 5. Search for passive candidates It is easy to hire someone who is aggressively looking for a job, but most of the workforce is “passively” looking for work, meaning that they are content at a current job, but would consider a better alternative. According to the article, “The Adler Group recently conducted research on LinkedIn where 83% of employed professionals classified themselves as “passive candidates,” i.e. ones who aren’t looking for jobs. As such, the entire recruitment industry technically operates on only 17% of all available and employable personnel pool. For small businesses, that’s a huge pool of employable talent that’s missing from the regular hiring process!  You should try to tap into that pool.” Some good techniques for reaching out to this pool includes using social media platforms like LinkedIn, and making the interview process easier through tools like digital job interview software. 6. Keep building the team with a clarity of purpose Team building isn’t done once all the roles are assigned. Keep building your team throughout the year with team exercises, training opportunities and positive reinforcement. Most importantly, keep the focus on your business’ overall purpose. “Employees need a sense of purpose.   Help them see that they are doing important work that matters.  Your job is to help them feel  needed, excited, motivated.” Each of these rules for successfully hiring a small business team make perfect sense, but are often overlooked in the face of expediency. What other rules do you think should be added to this list?