Here's how you can enhance your small business hiring process with logical reasoning.

Think about what motivates you. Most job ads talk about experience, skills and job functions (Store Manager, 2-3 years experience, excellent organization skills, maintaining sales reports). Boring baby. Not sure about you but I get excited by exciting opportunities. Challenges, big scope projects, benchmarks, rewards etc. Instead, treat it like a marketing statement. Start at the end result you want to achieve and reverse engineer it. Ex: We're on the lookout for a highly energetic store leader. Your role: increase sales by 20% and improve margins by 3% (and be handsomely rewarded). Who you are: An unshakably passionate leader who wants to grow with a company that truly cares about you.

Always test the candidate. Make sure you give enough time so your not rushing through interviews. Test what they say they can do with real-life scenarios. Hint: 100% of people will embellish or make something up that isn't fully accurate. Some worse than others. If you don't test them, you won't know until they start how they can actually do the job.

Also highly recommend giving a personality or sales aptitude test (if it's a sales role). This can be a great way to decipher whether a candidate will have the skills and thought patterns to do the job as well as whether or not they may be a good culture fit.

Have you ever interviewed a whole bunch of candidates in one day? You probably felt very different at the start as you did at the end. Perhaps you didn't find a great candidate throughout the process and now you're down to the last few. You're looking forward to going home. To having dinner and seeing your family. Then, in walks a decent looking candidate. They talk pretty well, seem calm and you relate to them. I'd bet at that point, you are pretty much ready to end the process, make an offer and head on home to your dinner. The problem: You didn't objectively assess them. Many people lack the necessary skills but are great in interviews. Systems create failsafe for user error and environmental differences between candidates.

Don't just talk about a candidate after an interview. Use an objective scoring system that will give you a more accurate idea of them. If multiple people have the say in who gets the job, many times one opinion will influence others with how they feel. How you feel is part of it but should be scored within a system and done independently from "water cooler talk". Annoying perhaps to systemize everything but guaranteed, it will build a better team.