Hiring successful people starts with – defining success in the role.

It may seem obvious but traditional job descriptions don’t define success in the role. They define skills, experiences, knowledge, soft personality traits and duties and tasks. Are you saying that just because a person has a degree, 5 years experience and you like them they can do the job. Maybe not, but the fact is your traditional job description is saying exactly that. This template is designed to assist you define success in the role. How can you expect the candidate to be successful just because they have a degree and experiences? YOU CAN’T. You have to have measurable goals and defined accomplishments that when the candidate achieves them they are successful. Undefined expectations prior to hiring a candidate is the #1 reason candidates fail! Period. You get 25 templates for defining success in the role so you clearly identify if the candidate can meet your expectations before you hire them. Don’t make the #1 hiring mistake again.

View Details and Expanded View

Ever ask yourself – “Why did I waste all that time interviewing that person?”

Stop wasting precious time! Avoid that uncomfortable feeling of; “how do I cut this interview short and get rid of the person without offending them.” Before bringing in a candidate for a face –to- face interview conduct a phone interview. Most hiring managers don’t do this or if they do the interview is short, superficial, doesn’t test for ability to do the job and doesn’t measure the right things.

We give you 25 templates that you can use today or whenever your next hire takes place that will properly screen the candidate BEFORE bringing them for an interview. Save just one bad interview from happening and you've gotten your return on investment. Now you can't blame anyone but yourself if an interview takes place that is a waste of time.

View Details and Expanded View

The most asked question after an interview is: “ What did you think of them?”

The usual answers to this question are: “Seemed qualified, I think they will fit in, We really got along and I really liked them.” All meaningless but we then hire the person we liked the most. Then wonder why they didn’t work out. This assessment has nothing to do with the candidates ability to do the job and there no way to determine if the people interviewing did a competent job of interviewing. This has to change and change on your very next hire. This pad of 25 templates is our most popular download and has been used by thousands of hiring manager to conduct a thorough assessment of the candidate. We identified 8 key characteristics for properly vetting the candidate. This is a tool that every person in the hiring process must use to ensure a successful hire. Don’t wait any longer. Don’t ever ask that question again. Instead with this tool in your hiring kit you will know the hiring team conducted excellent interviews and the hire is based on doing the job, not because they are the most likable.

View Details and Expanded View

Do candidates ever embellish or exaggerate during the hiring process?

If you answered “YES” then the next question is; "What percentage do this?" Regardless of the percentage your job as the hiring manager is to validate what they told you in the interview is accurate and true. The fact is most references checking doesn’t even touch on this issue. We ask the normal questions; Would you hire them again? Do they communicate well? etc. This maybe fine but doesn’t address the main point which is, did they embellish or exaggerate?

This pad of 25 templates will help you get right to that issue. We specially designed the form to make sure you ask the right questions that validate what the candidate said in the interview is true and accurate. Don’t accept what the candidate tells you. You need to trust and verify.

View Details and Expanded View