There’s no better feeling than growing a small business by hiring on new employees, but those feelings can quickly go sour if the wrong person lands the job. The right person can not only go above and beyond a job’s requirements, but also influence and transform the culture of the business.

Hiring, however, can be a gamble. It takes time and money to hire a new employee. Pick the wrong one, and that’s time and money down the drain.

Follow these tips to land the right hire.

Be clear

When writing a job description for a jobs website or a newspaper, don’t leave anything to the imagination. Overly general job descriptions don’t do any good for you and the potential hire that’s looking to join your company. Those types of job offerings also look sketchy, potentially warding off any potential hires.

When hiring a receptionist, don’t just put in an ad, “looking for someone to man the front desk.” Be descriptive and clear. A receptionist requires strong customer service skills, but also someone that’s quick on their feet. Think of issues that a receptionist might run into and use that as an example in the advertisement.

Also be clear about pay for the position. The worst job advertisement creates a perception of higher or lower pay than what the reality of the situation actually is.

Be strategic

Hiring people should be part of a small business’ plan, say the experts over at Xero. The company’s small business guide on hiring the right employees challenges small business owners to look beyond hiring one person at a time.

The report calls small business owners to prioritize their needs and hire people with complementary skills. Additionally, it asks the small business owner if it’s the right time to even hire a new employee, and if so, should that employee be part-time or full-time?

Skills vs. culture

A small business owner wants a person who can get the job done, but also someone that isn’t going to clash with the culture of the business. Sometimes, it’s preferred to get someone who has a good attitude that meshes with the rest of the staff and mold them along the way.

In addition to those technical questions, ask some personality- and trait-related issues. If it comes down to two individuals, ask the question, “Which person would you rather be stuck in an elevator with?”

Culture is important, but it’s not just the small business owner driving that culture. Hiring the right people can take that culture to the next level.