If you've found a good person then find them a job.

Whether you have a position available or not good people are hard to find and when you are looking for integrity - energy - focus - good attitude - great work ethic - reliability then make sure you find a job for them as they can add value to the business within a short space of time.

The majority of SME entrepreneurs have not got the time to waste on micro managing new employees and so the majority of new employees need to hit the ground running and have an immediate positive impact on the business and add value. 

Finding the right person is not easy and therefore once you have found someone that has the right qualities then my advise would be to employ them even though you may not have that position available for them immediately. If they have a desire to work within your sector or have sector experience then they will clearly add value to the business.

Check social media profiles.

Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate's name) to see what comes up about that person online. But if you're not looking through the candidate's social media profiles, you could be missing a key way to find out more about the individual as a person and an employee.

Ask the right kinds of questions.

You can't come right out and ask someone if they're a jerk. But, you can ask questions that will help you figure it out on your own.

If you ask someone why they left their last job and they blame someone else, it's important to follow up with another question. If they continue to blame external  forces for their problems, you may want to look for another employee.

Some other great questions to ask?

Who are you going to be 10 years from today?

• Why do you work?
• What makes you get up in the morning and do what you do?

These questions can tell you a lot about a candidate's drive and ambition, which is important in helping you understand how the person works, and whether or not your prospective employee will grow with your business.

Let candidates interview you, too.

Don't be the only one to ask questions. To help determine if your prospective candidate has the right personality for your particular job, it's important to help that person understand the company's work environment.

It's important to be open and honest about what it's going to be like to work for your company. You want to give a realistic preview of the work environment.

Allowing prospective employees to interview you for a change will give you a chance to see what's important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it's not the right fit for them — and that's just as important. 

Think of your other employees.

You have a legal obligation to provide your other employees with a safe and healthy work environment. If a potential employee gives any indication that he or she could be aggressive or has an anger problem, you should find someone else.

Employees who have feelings of entitlement — which translates into unreasonable expectations in terms of advancement, rewards and compensation — are often the ones who take their disappointment out on others in anger. Keep an eye out for those personality types.

Another tip is to get your employees involved in the hiring process.

To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with four or five different staff members individually.If a few employees have concerns, it's likely they aren't the right fit for the organization.

Don't judge a book by its cover. 

It's easy to write off candidates based on their appearance, but it's more important that you consider how well they can do the job and if they're a good fit in other ways.

I have had the experience of hiring young people from school who were disheveled, unpresentable [and] inarticulate, [but who] had a very strong visceral commitment to what they were doing and passion for what they wanted to be.

That's why, when you're making hiring decisions, it's important to think outside the box. You never know — candidates who fall outside the lines of your requirements may still be the perfect fit for your business.