Whether you have just one employee or a workforce of hundreds, consider what the weak points of your business might be. Truly engaged business leaders are honest about their company's flaws and take steps to tackle them as opposed to ignoring them or minimizing the complexity of their problems. Conduct a SWOT analysis to address your company's weaknesses honestly. SWOT stands for Strengths, Weaknesses, Opportunities and Threats. Perhaps your company excelled in sales last year, but lost a number of employees to a competing firm. Maybe you had the opportunity to partner with a nationally renowned brand but you lost the partnership due to shareholder pressure. View hiring and recruiting as an opportunity to tackle some of your challenges as opposed to simply filling a need. Identify what goals you have as a company and look to your employees as stakeholders in your company's success. The timing of recruiting might seem unimportant, but it can actually have an important impact on your business. Most employers hire during an upturn in the economy, but research has shown that hiring during a downturn -- a practice called counter-cyclical hiring-- can also help your business. Although you might be most concerned with minimizing costs during a downturn, this period can yield highly qualified applicants who will be a great investment for your company in the long term. Attracting highly qualified talent will require some effort on your part, especially if your company is smaller and not as well known as your competitors. Your job ad should be a broader reflection of your company's values and broader culture. Hook your reader at the beginning. Why is your company a great place to work? What are your core values and in what ways do you value your employees? You can cover this quickly, in just one or two sentences. Lead with this in your posting. Clearly define the requirements of the job. What kind of work with this person be doing? Will they be working in one specific team, or working with a variety of departments in the business? Will they be writing reports, managing projects, analyzing data, etc.? Will they be required to travel? Revise and update the job description. If you have previously hired for this position, it can be tempting to just plug in the same description you've used for years on your web site or on a job search engine. But take the time to update it. Does the job description reflect the current state of your company? Have you grown since your originally wrote it? Have the demands of the job changed with emerging technologies or a different target market of customers? Posting the job ad on popular job engine sites like Monster, Glassdoor, Indeed (or OpportunityKnocks and Idealist if you are non-profit) might seems like an obvious place to start, but you should also consider if you have any potential candidates on file already. Has anyone expressed interest in your business or profession when you weren't hiring? Looking at resumes that you have already on file might be helpful because you won't have to sift through hundreds of resumes you will receive when you post the job publicly. If you belong to a trade association or other professional organization, advertise the job through them as well. Let your network of colleagues at other companies know you are searching for new talent. Ask your employees if they know of friends or family members who might be interested in the job. It can be difficult to get a truly in-depth view of a candidate over the course of an interview. But you should prepare for the interview so you can use it to its fullest potential. Review the candidate's materials (resume, cover letter, writing sample, portfolio, if applicable) before the interview. You can then have a sense of how you will structure your questions and what areas of the candidate's experience you would like to discuss further. Ask questions to get a sense of the candidate's personality. How have they handled stressful situations? What accomplishments are they proud of? How have they solved complex problems in the past? Do not ask questions regarding the candidate's age or personal situation (i.e. if they are married or if they have children). These questions are illegal to ask. If you can, try to have other evaluators conduct the interview with you so you can get your colleague's opinions in addition to your own. You might also consider doing pre-screen interviews over the phone or via Skype in order to get a sense of the candidate before you bring them into your office for a secondary interview. At each point of the recruiting and hiring process, make sure you have clearly expressed your company's core values and goals. Define what you stand for and what kind of culture you create for your employees.
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One-sentence summary -- Identify your business's weaknesses. Decide when you will hire new talent. Craft a compelling job ad. Spread awareness about your job opportunities. Conduct effective interviews. Clearly communicate your company's story.

Since the game is several hours long, your guests likely don't want to stand the entire time. Use your dining chairs, folding chairs, or lawn chairs for extra seating. Place the chairs around your living room so guests can spread out. If you don't have enough chairs, ask your guests to bring their own. While you might not want to watch the pre-game, it will help everyone get in the mood to watch the game. Have it on in the background as your guests are arriving. This also ensures you won't miss the Super Bowl kickoff. Some guests may sit down and watch the pre-game, while others may mingle. There are 2 ways to have a betting game. One option is to ask guests to pledge money, such as $5-$10 to make a bet. The other option is to buy a prize in advance and allow guests to "bet" for free. Ask each guest to pick the winner and predict the game score. The person who is closest to being correct wins the pot or prize. Make it clear to guests that the closest guess wins, whether they're higher or lower than the actual score. To prevent disputes, ask guests to write down their bet before the game starts. Drinking games are super fun and can spice up any party. Make a list of your drink triggers before the game starts and share it with everyone. Then, every time a trigger happens, yell, "Drink!" and take a sip. Invite non-drinkers to take a sip of soda or water so they don't feel left out. Triggers might include, "Touchdown," "foul," "a player cries," "a commercial makes someone cry," "there's an animal in a commercial," "there's a field goal," "your team scores," and "someone yells at a referee." Some guests may get antsy when they sit for too long. Plus, you may have guests that aren't big football fans. Keep them entertained with beer pong. Place 9 solo cups in a triangle shape on either side of a table. Provide guests with a ping pong ball that they can try to bounce into the cups. If they get it in a cup on the opposite player's side, their opponent has to drink. If the players don't drink, you could have them eat a snack or drink a soda instead. Super Bowl commercials have a lot of repeating themes, like adorable animals, tear-jerking scenes, and cars. A bingo game helps everyone have fun, even during commercial breaks. Make your own commercial bingo sheets or use a prepared bingo sheet that's available online. The boxes on each sheet should be in a different order. Otherwise, everyone will get a bingo at the same time. You can find a template to make your own bingo sheets here: https://www.fanduel.com/theduel/posts/super-bowl-54-commercial-bingo-game-01dz1w6n75cy
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One-sentence summary --
Arrange chairs around your television so people can comfortably watch. Turn on your TV as soon as the pre-game starts. Place a friendly bet on the game's outcome for extra fun. Play a Super Bowl drinking game so even non-fans are invested. Set up a beer pong game for guests who want to be active. Hand out commercial bingo sheets to every guest.