Once you have established your employment policies and procedures, you must clearly define the type of employee(s) you are seeking and their specific job responsibilities. Determine the lowest level of education, experience and skills you can accept. Be certain you know what skills are necessary to do the job. How much training are you willing to provide? Each employment situation is unique. What may work for one business or even one specific job opportunity may not work for the next situation. Advertising in the local paper, registering with a trade organization or hiring an employment agency are all viable options in different situations. The Colorado Department of Labor and Employment administers more than 30 local Workforce Centers throughout Colorado. They help match the right employee with the right employer. See the Sources of Assistance chapter of this Guide for more information on the Workforce Center nearest you. Federal and state civil rights laws prohibit discrimination in employment based upon race/color, creed/religion, national origin/ancestry, sex, age (over 40), and disability. Also prohibited is discrimination based on marriage to a co-worker (companies with 26 or more employees). Colorado law and the Americans with Disabilities Act (ADA) prohibit discrimination based on physical or mental disabilities. The Employer Responsibilities section contains additional information about state disability discrimination laws and the ADA, including the ADA Technical Assistance Information Center’s toll-free line. They are located at 3630 Sinton Road, Colorado Springs, CO 80907 and their website is www.adainformation.org Your written application and interview are important tools in selecting the best applicant for the job. The Colorado Civil Rights Division has persons on duty daily to answer questions about all aspects of fair employment laws. It also publishes an informative brochure titled “Preventing Job Discrimination,” which is a useful guide to avoiding discriminatory questions during the hiring process. Contact the Division located at 1560 Broadway, #1050, Denver, CO 80202-5143, or by e-mail at email@example.com Within the limits established by law, your goal is to find out as much as possible about each applicant including: education, professional background, work habits and skills, their interest in your position and their short and long term goals. Ask questions about the applicant’s previous job and why they left. If you’re looking for someone who can work alone, does the applicant have the proper aptitude? If you’re looking for a “team player,” will the applicant complement the other members of the team? Evaluate the applicant’s responses, written and verbal. Are they evasive or contradictory? Do they have the necessary skills for the job? Are they prepared to give you the commitment you desire regarding such issues a overtime, weekend work, travel, etc.? After the interview is over, encourage the applicant to keep in contact with you. Never commit yourself to a specific applicant until all applicants have been interviewed. Verify all information and references on the application. Request information in writing if you desire a written response. Now make your selection! Remember, the right employee will make you money. The wrong employee will cost you money, time, materials and even customers.