Hiring the wrong person is a
disaster. First you incur
recruiting, benefits,
training and salary costs
with zero return on
investment. Second, you pay
an opportunity cost: How
much value could the RIGHT
person have delivered? A
lot. But you never see a
nickel of it.
Smart
companies have no tolerance
for recruiting slip-ups
because bad hires hurt
morale, decrease
productivity and sap
confidence in management.
Bad hires, frankly, kill a
hiring manager’s reputation.
How confident are you
that the next person you
hire for a key job will be a
winner? How confident are
you that you can smoke out
slick job candidates who
misrepresent themselves or
genuinely believe they can
do a job they can’t? How
confident are you that you
actually have a method
for interviewing job
candidates so you end up
with the “right” person?
If you have any doubts,
this conference is for you.
It will give HR executives
and line managers the tools
they need to cut through
resume and interview hype
and determine whether a
candidate is actually right
for the job. Participants
will learn:
- How to tell the
difference between
someone who interviews
well vs. someone who’ll
perform well on the job
- The importance of
determining in advance
what you REALLY need
from a candidate
- Powerful interview
questions that force
authentic answers and
uncover the truth about
a candidate
- How to stay
objective and not get
“snowed”
- A proven agenda to
follow during the
interview that keeps you
in control
- How to “read” what
interviewees say and
assess whether they
possess the most
important qualities you
need (which are the
hardest to determine)
- What resumes don’t
tell you that you must
find out
- The most common
mistakes that lead to
bad hires, including:
- Asking questions
that don’t require
truthful, revealing
answers and that
give interviewees a
free ride
- Asking questions
that forecast the
answers we want
- Feeling
desperate to fill a
job and persuading
ourselves that a
candidate is “the
one” despite obvious
clues that they’re
all wrong for the
job
