You may be thinking that your company has a human resources person who will keep you out of trouble. This is a dangerous misconception. Whether your company has a massive Human Resources Department with hundreds of representatives or a small office with just a single representative, these HR reps are not your advocates. They work for the company, not for you.

You hire the best people you can possibly find. Then it's up to you to create an environment where great people decide to stay and invest their time.

If you make a hiring mistake, make the change quickly. Don’t ignore problems. Don’t assume it will get better.

Resources are hired to give results, not reasons.

He always said that when you are hiring someone, look at the quality of the person. It is very easy to find a good technician; it's much harder and more important to have a good person. ~ Robert Drouhin repeating what his father Maurice told him.

We can never fall short when it comes to recruiting, hiring, maintaining and growing our workforce. It is the employees who make our organization’s success a reality.

If you can 'hire tough,' you can 'manage easy.

I’m a firm believer that most people who do great things are doing them for the first time. Returning to my theory of hiring, I’d rather have someone all fired up to do something for the first time than someone who’s done it before and isn’t that excited to do it again. You rarely go wrong giving someone who is high potential the shot.

If we agree that the education, employment and retirement continuum is no longer a linear “cradle to grave” construct, then several tools for managing this reality are increasingly proving redundant. Job descriptions used for hiring are one such example. Hiring managers often write these as a reflection of their own experiences, ignoring the fact that we are entering an era where the emphasis should be less on ready competence and more on transferable skills.

Dating and hiring have a lot in common.