What to Look for in a New Hire

You’ve crafted a standout job description, posted your opening on Of The West, and now the applications are rolling in. But your work as an employer isn’t done just yet. It’s time to interview candidates, and more importantly, identify which applicants are truly the best fit for your role and your business.

Whether this is your first time hiring or your fiftieth, it’s easy to feel overwhelmed by the process. But don’t worry—we’ve got your back. Below are the key things to look for in a new hire, along with some interview tips to help you make the best decision for your team and your company’s future.

Do They Understand Your Business, Mission, and the Role?

It’s common for candidates to come to the interview with a few questions, but you want someone who has already done their homework.

Listen carefully to the questions they ask. If they’re asking things like “What does your company do?” or “How long have you been around?”, those are red flags—they could’ve easily found that information online. Strong candidates will reference your mission, your values, or something specific they saw on your website or social media.

Look for someone who says things like, “I saw on your site that your mission is X—what are your team’s goals this year to help bring that to life?” That kind of question shows they’re genuinely interested, engaged, and thinking long-term.

What Can Be Taught vs. What Needs to Be Already Known?

Not every candidate will check every box, and that’s okay. What matters is knowing which skills are must-haves and which can be taught on the job.

For example, if you’re hiring someone to manage your bookkeeping, they need to understand numbers. But if you use QuickBooks and they’ve only used Xero, that’s a teachable difference.

Before you start interviewing, make a list: What do you need this person to walk in the door already knowing? And what are you willing to train them on? Having clarity here will help you spot the right kind of potential when you see it.

Are They a Good Fit for Your Company Culture?

Credentials and experience are important, but so is personality. A candidate might look great on paper, but if they don’t mesh well with your team or share your company’s values, it’s probably not a long-term fit.

Ask yourself:

• Will this person thrive in our work environment?

• How do they collaborate with others?

• Do they prefer working independently, or are they more of a team player?

If you run a tight-knit crew where teamwork matters, someone who prefers to work solo might not be the best fit. Dig a little deeper in the interview to get a feel for who they are, not just what they’ve done.

How Do They Respond to Situational and Unique Questions?

Everyone expects the standard interview questions. But what really helps you get to know a candidate is how they handle curveballs.

Try asking:

• “What would you do if you disagreed with your supervisor about how to handle a problem?”

• “Tell me about a time you had to make a tough decision quickly.”

• “Why do you believe you’re the right fit for this role?”

• “How would your past coworkers describe you?”

These questions help you evaluate how a candidate thinks on their feet, solves problems, and sees themselves. Their answers will offer valuable insight into how they might contribute to your team.

What Is Their Body Language Telling You?

A candidate’s words matter—but so does what they aren’t saying.

Watch for signs of enthusiasm or disinterest. Confident and engaged candidates will make eye contact, sit up straight, smile, and show genuine interest in the conversation. On the flip side, if they’re slouching, avoiding eye contact, or seem checked out, that could be a sign they’re not fully invested.

Nerves are normal, especially at the start of an interview—but body language often reveals whether someone is truly excited about the opportunity or just going through the motions.

How Well Do They Communicate?

Strong communication is crucial, regardless of industry or role. Whether the position requires daily teamwork or just occasional check-ins, the ability to express ideas clearly and respectfully is a must.

Even if the candidate is nervous, pay attention to how they get their point across. Can they explain their past work experiences clearly? Are they actively listening to your questions? Do they ask thoughtful follow-ups?

Communication skills can sometimes outweigh technical know-how, especially if you’re building a collaborative, team-driven culture.

Take Your Time—It’s Worth It

Hiring can be time-consuming, and when you’re busy, it’s tempting to just get the position filled. But hiring the right person—not just the fastest person—will save you time, energy, and frustration down the road.

Being intentional during the interview process helps you build a stronger, more cohesive team that contributes to your business’s culture, productivity, and long-term success.

Ready to hire your next great employee?
Create your Company Profile on Of The West and start connecting with top candidates in the agriculture and western industries.
Click here to get started →