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Labor market analysts are predicting a hiring boom in the second quarter of the year, with some experts expecting a net hiring gain of as much as 20% - the highest it's been since the first quarter of 2001. Here are some tips to help you hire the best possible person.

If your company will be hanging out a "help wanted" shingle soon, take some time to review your hiring practices. Planning can make a world of difference in hiring the best person for the job and avoiding a decision that both you and the candidate will regret in the long run.

1. Conduct a thorough job analysis. Before beginning your search, define the job's essential functions and performance expectations.
2. Write a job description. Using your job analysis as a starting point, write a clear and concise job description. An accurate job description will clarify what to look for in a candidate and, conversely, will help candidates determine if they are qualified for the job.
3. Determine the salary for the position. Research salaries for similar positions in your industry by checking with recruiters, other employers in the field or related business and trade associations.
4. Decide on recruiting tactics. A help-wanted ad in the local paper isn't the only way to go nowadays. Try the Internet and talk to friends and business associates. Before you determine your recruiting methods, consider the best way to handle responses. Do you prefer to be contacted by phone, mail or e-mail? If you don't have a lot of time to devote to the search, consider working with a local recruiter who can handle the preliminary screening process.
5. Prepare in advance for the interview. After reviewing a candidate's resume, prepare a list of standard questions so you can better gauge his or her skills, experience and past performance. Ask open-ended questions to get a better insight into a candidate's capabilities. Off limits are questions about a candidate's age, religious beliefs, race or ethnicity, height or weight, medical history, marital status, non-professional affiliations or physical and mental disabilities.
6. Listen carefully and take notes during the interview. These will help you better distinguish candidates after the interviewing process is complete.
7. Check references. After you a have identified the top two or three candidates, carefully check references to confirm skills, experience, ability and attitude. For a more accurate read, request references who have worked directly with the candidate within the last five to seven years.
8. Make an offer. Once you have decided which candidate to hire, make a verbal offer and confirm salary, benefits, if any, and expected starting date. Follow-up with a written acceptance letter within 48 hours.

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