Candidate Assessment Tool

“Recruiting is hard. It’s just finding the needles in the haystack. You can’t know enough in a one-hour interview.

So, in the end, it’s ultimately based on your gut.

How do I feel about this person? What are they like when they’re challenged? I ask everybody that: ‘Why are you here?’ The answers themselves are not what you’re looking for. It’s the meta-data.”

Steve Jobs, CEO & Chariman Apple

This free e-book including a step-by-step system (forms & templates) into the art of hiring great people and removing 'gut' feel hiring.

As you probably know, any great business has to be made up of great people.

If you want your business to thrive, you need a system that qualifies the best possible match to your business culture, vision and future.

Introducing 'The Art of Hiring Great People'

• A clear and measurable understanding of how to improve hiring accuracy
• Exactly what to look out for during an interview
• Key questions that all successful interviewers ask
• Simple telephone interview template forms
• Easy to use face to face Interview template forms
• A simple strategy to improve the hiring decision
• How to improve the productivity of your existing employees

The Art of Hiring Great People is offering you a FREE system which will provide a crystal clear and well organised structure for your recruiting process. This means improve hiring accuracy with increased returns on investment, empowerment of your employees and confidence in the dependability of your hiring process. This proven system eliminates 'gut' feeling hiring.

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Read some of the content to get a feel:

A candidate assessment approach that everyone should copy...

This process is similar to an approach followed by top sports teams and Olympic selections throughout the world.

We are going to consider the IMPACT of using “Performance based” systems.

Currently, many corporate and businesses follow an approach around competency based questions through words and previous actions. The problem with this is that although it is relevant, it can lead to people “perfecting” answers using a good interview technique.

There is nothing wrong with this as it’s also a mark of top performer in taking interviews seriously.

However, to avoid falling into a trap of hiring the people who say the right things but don’t do the right things – you should consider the following approach.

This system is focused around a similar process for selecting athletes and professional sports – focused on a performance based assessment approach.

For Example, actually testing candidates within the interview process with actual tasks associated with the role (NOT a role play!)

How can you apply this into your business?

Think of how you could introduce a system based around performance in an interview scenario – taking competency further. Please make sure to explain this process to candidates at the start of the interview so they know what to expect.

Phase 1 – Think of scenarios which are crucial to this role / current situations in your business at the moment the incumbent will deal with in the first 3 months of employment

Phase 2 – Use these real scenarios and situations in the process. Give candidates a real problem in the current business – agree with all the stakeholders in advance as to what constitutes poor, good, or a great performance.

This could be delivered through actual scenarios in the office. Where this is not possible you can use verbal simulations to see they can at least describe how they would take action. Remember that “role plays,” such as the classic “sell me this cup of water” for a salesman are NOT the concept.

These should be REAL examples for the specific role such as doing a webex called “selling a product,” delivering a presentation via webex and/or writing some code quickly based on an actual project. (Think of how airline pilots have to pass virtual simulators pre- accepting a job with an airline)

This approach allows the candidate to demonstrate their skills that will produce results. This both serves a dual purpose in that it will scare off potential candidates (you don’t want these!) and reduce dropout rates after joining (the information of what they need to do will be more transparent to the candidate).

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