How do you employ someone of trust?

In my opinion, either get a family member or a very close bloke.
All in all, good luck man!

A concept David Friedman often talks about is the ?discipline of constant dealings?. What he means by this is that, generally speaking, in the free society we all want, people will rarely not fulfill their contractual promises (be they businessmen, arbitrators, whoever). This is because if they break a promise this time, then they know that the other guy will decide not to fulfill his side of the bargain and that nobody will want to deal with him the future. While it is still probable that contracts will be enforced in some way in the free society, contracts will generally ?enforce themselves?.

I think a lot of it, (unfortunately) is down to what you can afford to pay them...

Someone that is being offered a decent wage may well want to ensure their continued employment and go all out to do the best job possible ensuring the wages keep coming in.

Someone being offered minimum or just over minimum wage will just coast by and not really give a fuck...

Sad but true imho based on empooing people in the past.

empoowering people through empooment

you can never trust anybody if you are not around them all the time or have mechanisms on hand to monitor their work all the time...it also depends on how many workers you have...when one worker starts to slack off, it spreads like cancer...

do not get family members or close friends to do it, you will lose their friendship...also the choice of qualified people for the job is very limited if you decide to go this way...get somebody with a large family and who is struggling...preferably a recent immigrant that has legal status...somebody whos balls are in the vice...

avoid employing :

pretty people...they have had it easier, they do not know how to play life on hard mode
women ....waste of time training them, they will have kids and you will have to train somebody else to replace them...
under 30 people...self explanatory

we've employed people of trust, a couple of designers in the past with our server & WOJ! <<< full trust, give the guy a medal...

although, I suppose any one with a server has to trust their host on a long term basis.

When we had our studio, we had a few models & hired the studio to a British producer, these people we had trust with our property & equipment, monitors, cameras & other expensive items around the studio

1. Hire someone who really wants a job rather then someone who just wants some money.

2. Show them that you can be trusted and will trust them.

If they think you don't trust them then it will become a "self fulfilling prophecy" that you couldn't; because trust is a two sided thing.

some good reading up in here, kudos to posters above.

disagree.

Eye of the beholder, it's how you feel about yourself. Treat people how you wish to be treated

You can trust everyone, sometimes you'll find someone accidentally breaks something, it's an accident, it happens...

or some may steal or disrespect you.

Those people are the losers, not you, if you trust them

I read this shit and conclude that you have either never hired anyone or everyone quit on
you because you're distrustful and have low opinions of them.

both of these

#PooLivesMatter

actually I have been an employer for almost 3 decades...your naive beliefs will cost you a lot and you are free to learn the hard way

When I hire someone, I like to set them up for success. That means defining what success is so both you and the employee know what they're striving for. I will share the metrics during the interview process and ask for a commitment to achieve the goal. If they say yes, I believe they can do it.

You might say: "But some people lie". You'd be right of course, that's why I also always check references and do some additional research on the person outside of the references. If all looks good, they have given me their commitment they can achieve the goal and there is nothing I can find that gives me reason for concern - I pull the trigger and hire them.

HOWEVER - my job doesn't end there. The first 3 months are usually a probation period. By working closely with the person in the beginning I can see their work ethic, their skills specifically within the position, and their commitment level. Most importantly, it's their ability to learn and collaborate. They might not know everything when you start working together, but if they're able to learn and collaborate - they're a solid employee that can grow with your company.

Sometimes this phase shows they aren't the right fit for you, so I don't give the "keys to the kingdom" right away. That mitigates your risk while you're evaluating how well you guys can work together.

Sometimes things work out great, and sometimes they don't. I feel it is important to always set someone up for success so it is their choice if they succeed. If you don't give them the opportunity to succeed, I feel that is more frustrating and you could scare away a really valuable addition to your team.

You've been an employer for 3 decades but you post on this shit all day?

Sorry, but I don't count the guy who cut your grass for 30 years.

A qualified family member might be best for a micro-business (less than 3 employees).

If you can find a experienced or qualified person -- offer him or her a equity interest or 10% of the profit as an annual bonus. A stock vesting 5% a year after 2 years service and up to 10% or whatever is agreeable might ensure long-term.

If a person's compensation depends on the profitability of the business they will need to work at making a profit -- not just drawing a wage

you can't tell him even facts, he doesn't listen, he will not learn.

You won't get too much flack back though, he has no photos to use of you or your partner. He's just a shallow, disagreeing intolerable person that will not trust others, will not accept others & has problems to raise personal attacks off topic

He needs to find self happiness, this can be a difficult task when so many trolls are here on GFY

There really isn't a foolproof way of hiring a good hire - but there's some steps you can ensure that you don't end up with an incomemtant fool.

1st) Go through LinkedIn - someone whose face & skills are displayed online will make sure their reputation stays intact

2) Call back references at least 2 employments back

3) Ask study case/what if scenario type of questions like 'A dissatisfied customer comes to your store upset bec the employee did X how would you diffuse the situation make sure the customer leaves satisfied with the resolution to X?"

4) Look at the employment history on their resume/linkedIn page - if MOST of his/hers employment history was a few months and they've had a LOT of jobs be careful about hiring someone like hat

5) Do a background check? Last resort...but if someone is giving you bad vibes, trust your gut and simply don't hire them no matter how good their resume seems.

If all else fails - go thorough a recruiter - they'll do their best to make sure you get the best employee (why not? they're getting a cut) and ensure that the person is properly vetted for the job & they'll try their best to make sure you end up with a competent hire