It doesn't matter how great a product or service is, or how strong the financial plan is – without fantastic employees backing up these critical aspects, a small business won't succeed. Whether there are only four or five workers in the office or 100, filling out a company with great help and a motivated, driven workforce will have numerous benefits in multiple segments.

With that in mind, small business owners have to place an importance on the hiring process in order to grow and prosper. Bringing in the wrong type of people could have a number of serious financial repercussions, from a higher turnover rate and increased unemployment costs to a lower quality product and poor customer service. So, here are some tips and tricks to find the right candidates and hire the best possible employees.

Send out the proper signals
The first part of the hiring process is letting people know that there is a job opening. This could be an intimidating first step for a small business, and expanding might not be able to take place until the financial plan can support the added salaries. When that time comes, it helps to send out the proper signals to attract top-tier talent.

For example, small business owners should write effective job descriptions to post on all the popular job-search websites, according to Mashable. This includes the day-to-day tasks, how the role relates to the company's broader goals and other valuable information, such as salary and benefits. Presenting this information up front can weed out the wrong type of hires, and bring in applications from more serious people with a focused skill set.

Laura Hampton, digital marketing manager at the U.K.-based Hallam Internet Ltd, told Mashable that these job descriptions have to be both descriptive and broad, as well as clear and concise. This will really narrow down the focus and ensure that everybody understands exactly what the position entails.

However, the most important thing to remember during the hiring process is that the jobs at a small business are subject to change. Mashable noted that companies in the midst of rapid growth have to communicate that with new hires. Employees have to be able to adapt and grow alongside it, and not realizing this can lead to unhappy workers as well as tension at the office.

Conduct a great interview
After the job descriptions have been sent out, a small business owner can begin to conduct the interviews. This process can be a little more complicated than it seems, and it requires some finesse to ensure that the correct questions are being asked – and the right people are being hired.

According to The Wall Street Journal, the interviewer has to prepare well in advance. Draft up a set schedule for the meeting, including a structure and time limit. The question-forming process can be collaborative, and current employees and other administrators can come up with the relevant questions to help determine good hires. These should span several categories, including fact-finding, creative-thinking and problem-solving.

For example, employers should start out by asking about the person's background. Topics to discuss can include their previous job, what their skills are, what are their likes and dislikes and what they look for in a work environment. One broad goal is to figure out if these people will fit into the company culture. Even a well-qualified candidate can struggle if the business isn't right for them, so figuring this out early can save everyone a lot of time and money.

Overall, small business owners should bring in the best possible employees in order to help a financial plan and the company prosper. There is too much at stake for the firm's success to be placed in the hands of the wrong people.