People are the most important part of any organization. The efficiency and quality of your staff determine the success of your organization. This means that finding and hiring the right people is of the utmost importance. But how do you do that? You need to find out if someone is a good fit for your needs before you ever call him or her in for an interview.

That’s where No More Bad Hires can help. This CD-ROM has the strategies you need to find, vet, and hire the perfect people for your needs. You’ll learn how to:

• Get buy-in from skeptics and ensure key players (boss, peers, subordinates, and internal and external customers) have bought into your new hire’s success.
• Understand finalists’ personality and work style to help determine whether they fit in.
• Offer straightforward analysis on the spot — so you don’t mislead candidates and they don’t mislead you.
• And more!

Find top-quality candidates — before you start the interview process.

Whenever you have an open position in your organization, you want to fill it with the best candidate possible — that’s a given. But when you’re facing a pile of résumés and all of them look great, how do you know who that is? When you schedule interviews, everyone is on their best behavior. It’s hard to know what a person is really like. And that’s exactly why you need No More Bad Hires.

Stop wasting time interviewing candidates who won’t benefit your organization. Learn how to find and recruit the cream of the crop, employees with top skill sets and personalities that will mesh well with your workplace culture. Great employees are just around the corner!

You’ll learn how to:

• Structure a team approach to interviewing finalists so that everyone doesn’t ask, “Tell me a little about yourself.”
• Deepen the questions as you narrow the field to learn much, much more about candidates.
• Go beyond job descriptions and determine whether candidates fit your organization’s culture — which means having a clear picture of your organization’s core values, expressed in behaviors.
• Maximize opportunities by using less-formal interactions like lunches, staff meetings, and events.
• Identify areas for development — begin fostering employee ownership and accountability for personal growth and enhanced job performance.
• Compare notes and reach consensus before extending a job offer.
• Let candidates know what they can expect — next steps, either toward hiring or eliminating a candidate.
• End the process like an ambassador for the organization.