Whether you're hiring for a new position of replacing an existing team member, recruiting for most of us is unfamiliar territory. The techniques are ever changing in order to find the best talent, so when our recruiting guru Geoff Bagg has 5 Tips for GREAT recruiting, we tend to listen.

Hiring someone is one the most important decisions you can make as an employer. People are your most important asset. But it's not always easy to make sure you have the right person for your company.

We have placed almost 60,000 people successfully in our 40+year history. We've recruited people for full-time work, contract work, part-time placement. And time and time again, we're asked: how do we get it right?

Today, I'm going to share with you key factors for successful recruiting.

The first thing you will need to do is to think not like a recruiter -- but instead think like a matchmaker.

I will explain why. The idea is to not simply fill a job, but to create a positive, mutually-beneficial working relationship between you and the employee. People are more engaged and loyal when work is more than just a job for them.

If you think like a match-maker, you'll find that changes how you interview.

It's not just a job you're offering, it's a relationship: (graphic)

Ask yourself, what does every good relationship need?

It needs communications, respect, appreciation – and don't forget some shared good times. That's what it takes to keep people together.

So here are some key questions that top match-makers ask themselves when they interview a candidate.

Does the candidate have the skills necessary do the job? (graphic)

It's important to be very clear on the skills you need.

Break down the job into its tasks -- then list the skills required to complete each task successfully.

Does the candidate have the experience you need? (graphic)

--How much experience is truly needed. Sometimes, you need someone who can hit the ground running.

In other situations, it's advantageous to hire someone with potential, but not yet a great deal experience who can grow in the job.

Does the candidate have the right attitude and working style for your team?

You never want to force a round peg into a square hole.

Consider what kind of person would thrive in your environment. A bold, gutsy, go-getter? Or a laid-back, more analytical type?

The right fit is critical for employee retention.

Again, think like a match-maker. You can introduce two people, and both are terrific, but if they are opposites to each other—then it won't work over the long run. Remember the saying? "Opposites attract and then repel."

Finally,

Don't sell it -- tell it like it is.

In an interview, be upfront with the candidate. Be clear on what you expect and what the culture of your workplace is like.

You want the candidate to be able to decide if the job is right for them.

Think like a matchmaker, get the relationship right, and you will have a happy team. We have 40-years of proof.