The National Association for Business Economics said its latest survey, released on July 18, 2010, found 31% of businesses added workers between April and June, the highest level in three years. Of those surveyed, 39% say they expect to hire more workers over the next six months. As companies begin to add staff again, they are not necessarily re-hiring or calling back their former employees. Rather, most are looking for top talent they can hire for today’s needs and tomorrow’s vision.

How do you recruit and hire for a job as it will likely exist in 12 months and beyond?

– Consider Cultural Compatibility. A fast growth company requires employees who are resilient, agile, and able to keep up with the pace. Someone who resists change will probably not thrive in growth phases.

– Identify Candidates Who Fit the Future. You need to attract individuals who not only fill your immediate need, but also have the ability to step into higher roles as your company evolves. Explain to the candidate from the start what the job is today and what it will look like in the future.

– Look for Risk Takers and Mavericks. A growing business needs workers who may not have all the answers but are willing to join in the search for better ideas and new methodologies. Once aboard, empower these workers, stand back and turn them loose. You have everything to gain and nothing to lose.

– Gauge the Candidate’s Passion. Ask your candidate about what they’ve done in their specialty and career that they are really proud of and have them explain in detail. Listen to their answer but watch for the passion. You should be able to see it. A passionate person will highly likely be passionate about the job at hand and excited about future growth possibilities.

– Spend Money to Make Money. This principle applies to building a solid, future-oriented team. Invest in people who are both smarter than you and who have a track record of excelling in companies that resemble what you expect your company to look like over the next 12 months and beyond.

– Seal the deal. Once you find the top performer you’ve been looking for, make your move. Delays in your hiring process waste time and virtually assure you’ll lose talented candidates. Therefore, eliminate any unnecessary interviewing steps, shorten the selection process, and make an offer. Close the deal while interest is high.