The Right Hire: The Essential Interview System for Hiring Top Talent

By Clark Glassford

CONDUCTING AN INTERVIEW IS AN ART FORM IN ITSELF, BUT NOT EVERYONE IS DA VINCI
Employees are the most important part of any company. Getting the right people to join your company who will not only mesh in with the current environment but will also bring in unique skills to help the business grow is a massive task.

Studies reveal that about 46% of new recruits fail to meet expectations within the first 18 months on the job. What’s even more revealing is that only 11% of new hires fail due to poor job skills. Overwhelming 89% don’t meet the grade because they lack the right attitude!

While skills can be read off any résumé, attitude can only be gauged at the time of an interview. This is where ‘THE RIGHT HIRE: The Essential Interview System for Hiring Top Talent’ comes in; an all encompassing guide on all you need to know about conducting interviews, THE RIGHT HIRE addresses all the issues recruiters face when conducting interviews.

PROVIDING YOU WITH A UNIQUE VISION!
The success of a business depends on the quality of its employees. This is why approaching interviews the right way is of paramount importance. Conducting interviews is much more than asking a series of questions. The Right Hire provides interviewers with the necessary insight required to choose employees that will be perfect for your organization.

THE INTERVIEW TEMPLATE - A RECRUITMENT REVOLUTION
The Right Hire is so much more than just a Book. In fact, it is an established and tested interview system designed specifically through years of experience in order to assist interviewers in conducting powerful interviews.

With the Right Hire comes the 9-step process which eliminates the redundancies in normal recruitment processes and takes a minimalist approach to interviewing.

Research shows that, when boiled down, all jobs can be neatly categorized in 5 different job groups;
•Entry Level
•Professional level
•Supervisor Level
•Senior Manager Level
•Executive Level

The wrong hiring choice at any of these levels may lead to problems in the long run, not to mention the replacement costs should the recruit fail to meet the demands of the job.

INTERVIEWING WAS NEVER THIS EASY WITH OUR INTERVIEW TEMPLATE SYSTEM
This is where the innovative Interview Template system changes the game in recruiting. Simply grab a highly customized interview template and start firing off questions to find the perfect recruit for your vacant position! In never before seen fashion, THE RIGHT HIRE brings with it interview templates for the 5 aforementioned job categories. These highly effective templates contain a powerful series of questions that ensure you hire amazing talent that has the right skills and most importantly attitude for the job. All you have to do is pull out a template for the level of job you are hiring for and start interviewing. YOU GET THE EXACT INTERVIEW QUESTIONS TO ASK FOR ANY JOB YOU ARE HIRING FOR!!!

These 5 interview templates are specifically designed based on various levels of expertise. This means that even if you’re new to conducting interviews, you can manage them like a Pro!

WHAT YOU WILL RECEIVE
Each eBook package for THE RIGHT HIRE includes the following organization changing elements;
•The Right Hire e- book
•All five Interview Templates
•ADDED BONUS: The Reference Interview Template

All of these amazing guides and templates will be available only for $9.95! All of this is instantly downloadable within seconds of purchase.

If your interview strategy is in much need of a revamp, The Right Hire: The Essential Interview System for Hiring Top Talent is the only solution for you! This incredible Interview system has received high praise from recruiters and human resource professionals. It is an amazing product at an unbelievable price. Buy now and hire the talent you need today!

For more information check us out at www.fiveinterviews.c

• Language: English
• Publisher: Clark Glassford
• Release date: Dec 2, 2013
• ISBN: 9781311126023

Clark Glassford

Clark Glassford began his career in Human Resources as recruiter. He has worked for both large and small organizations and successfully hired for thousands of different jobs at every organizational level. He is also an HR Generalist and was responsible for managing large HR Departments with oversight in all areas of HR. He has over a decade of human resources experience and is an expert in recruiting and hiring top talent for organizations.Over his career he witnessed too many hiring managers and recruiting professionals interview poorly and make terrible hiring decisions. For such a costly business decision he was amazed at how little people really know (or care) about interviewing effectively. Clark wanted to change the perception that interviewing is costly, complicated and generally speaking ....a pain.So Clark put his skills to use and wrote a book, The Right Hire, that would teach businesses how to hire the best person for the job. Using his years of success, Clark created an easy to follow 9-step interview process and five interview script system that would allow anyone to effortlessly recruit like a professional. The Right Hire, along with his business, Five Interviews (www.fiveinterviews.com) is designed to help businesses and hiring managers hire the talent they need to accelerate their business!

Book preview

THE RIGHT HIRE

Welcome to The Right Hire and thank you for purchasing the Five Interviews system. We are confident that by using this interview system, you will succeed in getting the best applicant for your job vacancy.

The Right Hire has been written so that you have a simple, all in one interview system for your recruitment and hiring needs. This do-it yourself book gives you a comprehensive overview of conducting an effective interview process without being complicated or expensive. Before commencing your interview process, read through the entire book. It does not take long and it will give a solid understanding of what a successful interview process looks like.

Next spend time familiarizing yourself with all five Interview Scripts and the Reference Interview which can be found in appendices 1 though 6. These scripts are all you need to conduct an interview for any position that you are hiring for. Each script has been created as a standalone document containing step-by-step instructions, checklists and the appropriate job level interview questions. It is important that you read through the Interview Scripts to ensure that you are well versed with the process prior to conducting an interview.

Once you have read The Right Hire and the Interview script of your choice you are ready to begin interviewing. Simply read the interview questions on your tablet or eReader to conduct your interview. It is that easy.

Lastly, if you would like the Interview Scripts as separate PDF documents please e-mail us at [e-mail] and we will gladly send you all 5 interview scripts. Use "5 Interview Scripts" in the subject line to make certain we respond immediately!

The Five Interviews system guarantees you get the right hire for your job vacancy. Taking the time to read through this book will accelerate your ability to interview and hire Superstar talent for your organization!

THE FIVE INTERIVEWS SYSTEM

So how does the Five Interviews system work? There are literally millions of jobs from a Barista, to a Lawyer, a shop foreman, a chef, a CEO etc. Can only 5 different interviews cover the multitude of jobs? At first blush you would think no. It can't be possible to know every job related skill for each specific position. Even if you have successfully hired for thousands of job vacancies and have a lifetime of recruiting experience, you still wouldn't come close to knowing all the requirements of the various jobs out there. Furthermore, only a handful of interviews would not be enough to accurately assess all the various job qualifications. This is all very true if you were to apply a traditional interviewing model. However, Five Interviews has developed a system to simplify and overcome this challenge.

Five Interviews is a breakthrough in job hiring. Designed on years of real world interviewing experience, this system cuts through the technical expertise of recruiting and reduces it to its simplest, most powerful form. Think of positions in an organization as a hierarchy. Today's job world is really quite simple as there are only 5 possible job levels in any organization: Entry Level, Professional Level, Supervisor Level, Senior Manager Level and Executive Level. Not every organization will have all five levels, but they will have at least one or more of the hierarchical job levels described. What makes the Five Interviews system so innovative is that we have designed one interview script for each organizational level. Each interview contains a winning combination of questions that will ensure amazing hires at all levels. Simply select the script that matches the level of job that you are hiring for and start interviewing.

Our questions make certain you hire someone with the right work behavior and job related skills. Our work behavior questions assess areas such as attitude, work ethic, communication skills (to name a few) that ensure you get the perfect personality for you vacancy.

On the other hand we provide excellent job related questions to ensure you hire someone with the right technical skills for the job. These questions are generic in nature so that you can assess the skills of any job. That said, only you truly know what skills are required for your vacancy. So you also have the ability to add more job related questions should you choose to do so.

Our scripts make certain that you find someone with the right work behaviour and job related skills to guarantee you hire a superstar. This brilliant approach to interviewing allows us to create only five interview scripts that can be tailored to millions of jobs. This is the Five Interviews system and you will get outstanding hires!

No interview system can guarantee you a 100% perfect hire when it comes to a interviewing. What Five Interviews gives you is a solid, easy to follow interview process that will significantly reduce your risk of a bad hire. That is our promise to you. We want you to get The Right Hire. The First Time. Every Time!

THE FIVE INTERVIEWS STORY

Many hiring managers think interviewing stinks! You know what.... they are right. Well at least that is what I used to think. I was a human resources professional who had spent years recruiting. I used to dread interviewing because it took precious time away from my already busy day. Out of all the things that we have to do in our work week, who wants to spend a day (if not days) interviewing to find someone to fill the vacancy. Most hiring managers have a great dislike of interviewing. It takes time; it's complicated and in all honesty a little intimidating when you have no idea what you are doing.

We work in a ridiculously busy work world, where deadlines, profit margins and making next month's sales quotas are far more important than spending time on interviewing. Who has time to run a lengthy interview process? If the applicants resume looks good and they have a firm handshake, that's good enough to hire them right? You may have thought that at one time but the fact that you have bought the Five Interviews system means you are ready for a change.

I was definitely ready for a change a few years ago. I would spend days and weeks recruiting for clients in long laborious recruitment processes. It felt like I was working an assembly line where I was just going through the motions of interviewing and hiring. I noticed the same thing with my recruiter colleagues. Just find someone to fill the position and move on. That of course is the wrong attitude and can lead to very poor hiring decisions. You should want the best person possible for your vacancy and should not be satisfied until you find them. I was supposed to be the expert and yet my focus was not there. I know I hired a few bad employees as a result and I'm sure my lack of enthusiasm turned applicants off from joining the companies I was hiring for.

This all changed when I discovered that it wasn't interviewing that was the problem. It was the interview process and how it was structured. The process surrounding the actual interview was everything. If I didn't have the right process in place, the interviews, more often than not, were a massive time waster and very hit and miss in terms of finding a great hire. I realized that interviewing wasn't just about asking questions. There were key aspects that needed to be included before, during and after the interview in order to have success.

To draw a comparison, think about working out to stay in shape. For example, summer is coming up and you want to look good at the beach. You decide that the best way to look great is to have perfect, 6-pack abs. You have a little belly fat that you want replaced by ripped stomach muscles. So you embark on a regime of doing 100 sit ups a day for a month. You figure that for sure you will have a washboard stomach at the end. Well 30 days later, you look at yourself in the mirror and nothing has changed. Same belly fat, no 6-pack abs. What went wrong?

With any workout goals, there are many aspects outside of the physical exercises that contribute to you meeting your target. Were you on a proper diet? Was the sit up technique you were using correct? Are sit ups even the right exercise to obtaining 6-pack abs? Without having a proper fitness system in place you are doomed to fail.

The same concept applies to interviewing. The actual interview is just one of many steps needed to ensure you are getting the right hire. Once I realized this, I spent time mapping out my interview processes and what I saw shocked me. I could see where my time was being spent and I realized there was waste. Lots of waste! I had many redundancies and inefficiencies as part of my process. There were also important components that I had completely missed. I cut, hacked, slashed, added and refined to come with a streamlined interview process. My interviews went from being mediocre to exceptional. The amount of time I spent recruiting greatly diminished and the quality of my applicants and eventual hires skyrocketed. I loved my job and my clients loved me as they were getting fantastic employees.

Although I was greatly satisfied with my new and improved interview system and the success it was having, I began to think of all those managers who didn't have access to a professionally trained recruiter. Paying for a recruiter or head hunter can be expensive and can cost up to 40% or more of the annual salary of the person you are hiring. It was at this point where I thought why can't a anyone be trained to interview by themselves and be successful? With my new process in place, I recognized that interviewing is not that complex. Why do you need an expert in recruitment and interviewing to assist you? I wanted to enable those who couldn't afford a head hunter, to interview on their own and be successful. It was then that I realized that if I can teach my interview process and create an easy to follow interview scripts, anyone could learn to interview. It was at this moment where Five Interviews was born. A solid interview process with the exact interview questions and viola...five interview scripts!

With Five Interviews, interviewing doesn't stink. Perhaps you've made some poor hiring decisions that ended up costing you a lot of money. Maybe your interview process takes too long and you missed out on some exceptional applicants. Or perhaps you don't have a clue as to what interview questions you should be asking. Whatever your interview challenges have been, the Five Interviews system will ensure you don't make these mistakes again!

THE TIME WASTING INTERVIEW

Being an HR professional and having successfully recruited for thousands of positions, I always find it interesting to see what companies spend their time and money on to make their business more efficient and profitable. Researching new computer systems, restructuring business processes or cutting back on the free coffee they offer their staff, are just some ways to be more efficient and profitable. Companies are so fiscally responsible on so many aspects of their business and yet being diligent on hiring often falls by the wayside.

If you fall into the category of not spending enough time to ensure you hire the right people, don't feel bad. You are not alone. Outside of human resources and recruiting professionals, very few people know how to hire effectively. Many people use poor interview techniques and allow personal biases to make hiring decisions. They end up going with their personal intuition to hire someone. Those of you who have used strategies like this know that you can luck out and get some really good people working for you. However, more often than not you get a mediocre candidate at best.

Many times those intuitive hires end in complete disaster. The person ends up being a poison in the workplace. They lower productivity, negatively impact employee engagement and cause you to spend a great deal of time and energy trying to fix the problem. By the time you have realized that this employee needs to go, they have cost you thousands of dollars in damage to you and your organization.

Did you know that the cost of a bad hire can be anywhere from 1-5 times the annual salary of that employee? Let me repeat that 1-5 TIMES!!!! For example, say you hired an assistant whose annual salary was $35,000. Your decision to hire this person turns into a nightmare and the damage at the end of the day costs your company $175,000 (5X$35,000). The collateral damage a bad hire can do, can be devastating. I certainly don't have that type of money to shell out for a bad hire and I am sure you don't either. You get the point. BAD HIRES = LOTS OF MONEY.

Although $175,000 seems like it would be an extreme case, there are many unintended costs associated with a bad hire. You need to be aware of these direct and indirect costs so that you understand the results of poor hiring decisions. Although I'm not going to get into lengthy detail as to why it costs so much for a bad hire, you need to understand some of the implications and avoid them at all costs.

Here are few outcomes associated with hiring the wrong person for the job:

Lost Productivity

This productivity loss can be a result of your new hire being a poor performer. It can also be from your new hire having a negative impact on the rest of your employees as a result of his performance and/or attitude. This can have an even larger cost to your organization if productivity as a whole decreases as a result of one person.

Negative Customer Impacts

Your employee's performance may actually drive customers away and influence others not to do business with you. We've all had that one experience where we vow never to return to a store as result of a bad customer service experience. Your