We've spent some time this month discussing the good and bad ways to staff your company, and, in a nutshell, your own hiring process needs to come down to one key part of your offer: Are you hiring for a job or are you hiring for a career?

More importantly, does the person sitting on the other side of the desk in the interview want a job or a career?

Manage that expectation and you can very well capture lightning in your own company bottle.

No matter where you look, people have opinions on these ideas. And to be sure, some jobs are never about careers...but that is usually in the eye of the applicant, not the owner.

And that's precisely what many small-business owners miss. You, as an entrepreneur, wanted to open your own business. You threw off the yoke of the 9-to-5 and hung out your shingle.

A lot of folks don't want that responsibility--and that's just fine! You have to have people who want jobs and you have to have people who want careers. There's no sense in trying to hire other would-be entrepreneurs because that's YOUR job. At the same time, hiring people with their own clear expectations of what employment means can help you to keep your company and systems grounded in reality. The right employee in the right place will help you to create successful and realistic systems that grow your business. These two groups are critical in your own success and here's why:

The new employee who is looking for a "job" is, oftentimes, looking for security. Likely, they don't want a lot of change and they are most comfortable with learning and then executing systems that you've put in place. If those systems aren't there, and your new hire has even the smallest inkling of determination, they very well might be the perfect person to help you document day-to-day systems. In my experience, these folks are perfect for handling managerial and administrative tasks, which frees you up to handle the entrepreneurial duties that ownership always needs.

A word of caution, though--this employee might not like it when you change those systems and could even get upset if you are constantly changing and "tweaking" the processes that you've put them in charge of creating.

Your new hire who is looking to create a career could also be perfect--especially in the sales, fulfillment, and procurement arenas. Here, the incentive is likely about efficiency--the smoother the company processes, the more money they can make. As you refine the systems they use, you have to keep in mind the long view that career employees will likely have--the long-term benefits and how changes to systems and processes will impact earnings and revenues.

Nearly 40 years ago, I imagined the successful small-business owner as a combination of three personalities: the Technician, the Manager, and the Entrepreneur. Even today, those personalities from The E-Myth Revisited are still found in every small-business owner and, when you begin to look for men and women to help you grow your business, it's important that you reserve the job of Entrepreneur for yourself--no one else will share that passion and desire for success.