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W W W. M A I N E B I Z . B I Z 7 J U N E 2 , 2 0 2 5 schools. To date the project has shown the potential to save $4,000 per year in trash pickup costs at each school. Day's Jewelers, which is based in Waterville, said its ninth location, in the Tuscan Village development in Salem, N.H., will open this fall. First Serve Hospitality Group, a hotel and restaurant collective, opened Kport Provisions, a modern gourmet provisions store, at 15 Western Ave. in Kennebunk. The University of Southern Maine and the New England Ocean Cluster launched a public-private partner- ship focused on commercialization, applied research and economic transformation in Maine. Under the partnership, Cluster leaders Patrick Arnold and Chris Cary joined a university team charged with build- ing out the university's office of commercialization. The John T. Gorman Foundation in Portland awarded a total of $1.2 06.06.2025 THE ROUX INSTITUTE PORTLAND, ME AI IN ACTION B U S I N E S S S U M M I T PRESENTED BY: Reach out today for any of your Commercial Banking needs. AndroscogginBank.com Shauna Miller SVP, Senior Commercial Banker (207) 518-6314 smiller@androscogginbank.com Q: We're hiring, but no one seems like the right fit. What can we do differently? ACE advises: A lot of small businesses are in the same boat. They post jobs, candidates apply, but none of them feels quite right. It's frustrating and often time-consuming, espe- cially when you're already stretched thin. The issue may not be the talent pool, but the process leading to the hire. Without a well- structured hiring process, you're likely to attract and hire the wrong candidates. Rather than just trying to fill the job as quickly as possible, focus on building a simple, repeatable process. Your process should include job posts that speak directly to the target candidates, setting up effective screening steps and providing interviewers with objective tools for assessing candidates. 1. Your posting should market your business. Instead of simply listing duties, focus on why someone would want the job and what makes your company worth joining. A good post should attract interest, not just filter people out. It's your first impression with candidates and, in a competitive market, it needs to stand out from dozens of other posts. 2. Screen basic qualifications first and desirable qualifications next. Your application screening process should focus first on basic requirements, such as education level, specific skills and years of experience. At this point you can consider additional qualifications, such superior soft skills and qualities that demonstrate a candidate's compatibility with your company's values. 3. Ask interviewees the same questions. Personal impressions are important, but at some point you need to compare apples to apples. Interviewing is more effective when you establish a consistent set of questions and observations for every candidate. These can range from the candidate's appearance, to the ease with which they demonstrate their skills. Hiring the right people gets easier when you stop winging it and start work- ing from a plan. The process doesn't have to be overly bureaucratic or time- consuming, just thoughtful and consistent. With a better process, you'll spend less time sifting through mismatched resumes and more time focused on can- didates who fit your business. A S K AC E A n s w e r e d b y D a v e W i l l i a m s , T r i t o n T a l e n t S o l u t i o n s The Association for Consulting Expertise (ACE) is a nonprofit association of independent consultants who value success through collaboration. The public is welcome to attend its regular meetings to share best practices and engage with industry experts. For more information go to www.consultexpertise.com. Dave Williams, founder of Triton Talent Solutions, has two decades of industry experience building, leading and transforming recruiting departments for organizations ranging from early-stage startups to large global companies. He can be reached at dave@tritontalentsolutions.com

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