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According to studies we’ve done with our clients, the average hiring mistake costs fifteen times an employee’s base salary in hard costs and productivity loss. Think about it: a single hiring blunder on a $100,000 employee can cost a company $1.5 million or more. If your business is making ten such mistakes a year, it’s pouring $15 million down the drain annually. 
Nate Thompson estimates his early years of getting who wrong cost Spectra Logic as much as $100 million in value.
These who mistakes are prevalent as well. Peter Drucker and other management
gurus have long estimated that the hiring success rate of managers is a dismal 50 percent. Just think of the lost time and energy that represents, not only for you but all through the organization. 
The Economist calls this “the single biggest problem in business today ”unsuccessful hiring".

How to Interview Your Next Boss

Thursday, January 16, 2014

Job hunting is stressful. If you're working and job-hunting, you're anxious to make your move. If you're not working, you're under pressure to get a new job fast. As a job-seeker it's easy to forget that you're making as big a decision as your next employer is.

There is nothing more important for a business than hiring the right team. If you get the perfect mix of people working for your company, you have a far greater chance of success. However, the best person for the job doesn’t always walk right through your door.

The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture. Most skills can be learned, but it is difficult to train people on their personality. If you can find people who are fun, friendly, caring and love helping others, you are on to a winner.

There are two types of salespeople, and the one you most likely want to hire in the interview is also the one you should pass on.

The stage is set. Your business has a masterful offering and you know the exact group of potential clients who need it. There's just one thing missing: a rainmaker. You need that salesperson who will bring in client after client. And so the search begins.

Like most startup entrepreneurs, when I began my first company in 1999 I had no formal sales experience.

I did have the wherewithal to visit potential customers and try to understand the pain points that I thought could be solved with our solution.

Have you had a tough day and want to rush home to polish up your CV? Well, take note - and stop using these buzzwords to sell yourself. This was one of our top stories in the past year, so we thought we'd bring it out of the vault and help you out!

Maybe companies should hire a CFO of Talent…

After having conducted 5,000 interviews, tracked the performance of hundreds of new hires, and trained 15-20,000 recruiters and hiring managers in the last 30 years, I can safely conclude that these are the three big reasons why the interviewing process is flawed:

Every day I come across people who are in the wrong job. You do, too. They are sad, unhelpful and may seem incompetent. It's tempting to get mad at them, but the more humane response is compassion. No one feels comfortable doing a job for which they are a bad fit.

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