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What type of recruitment, training and retention does your firm have in place?
Often hiring is done with little more than a passing thought about skills, abilities, and knowledge needed for a position.

I’ve heard it said that the only thing more painful than going to an interview is to have to “conduct” an interview. Most hiring managers dread the experience.

One of the reasons that they dread the experience is that they have had little or no training on how to effectively perform the task and usually hire on “gut” feelings.

If that is the case, these decisions are being made on a “subjective” basis. That is when our inner prejudices are at work and effecting how we judge a person by the way that they look, act, shake hands, and most of all by their demeanor.

Most candidates are nervous before the interview. In fact, some are paralyzed at the thought of “selling themselves.” If the interviewer cannot see beyond that behavior and work to bring out the best in the person, they may be missing out on great people who are not great at interviewing, or selling themselves. Your job in the interview is to ask the questions that will bring out the skills, abilities, traits, and past behaviors of the candidate so that you can get as “clear” a picture of that person as a possible in a short amount of time.
Boost Your Hiring IQ – making poor hiring decisions is a major expense in the long run.