Table of Contents Introduc- tion Mistake #1SPECIAL REPORT MistakeHIRING #2 In Selecting and Hiring Personnel Mistake #3 Mistake #4 Mistake #5 Mistake #6 Mistake #7 Mistake #8 Mistake #9 Mistake #10 A SPECIAL E-BOOK PRESENTED BY Conclu- How to Avoid Them - and Make Your M2-TEC USA, INC. sion Next Hiring Mission a Success!
Table ofContents Introduc- tion TABLE OF CONTENTS Mistake #1 Mistake #2 Mistake #3 Mistake #4 Page 02 - 03 INTRODUCTION : Purpose of this E-Book. Mistake Organization of this E-Book #5 Page 04 - 05 MISTAKE N°1 : The company’s long term strategy is unclear Page 06 - 07 MISTAKE N°2 : The marketing approach is inappropriate Mistake #6 Page 08 - 09 MISTAKE N°3 : The job opportunity is “too good to be true” Page 10 - 11 MISTAKE N°4 : Gut feelings lead the pre-selection Mistake #7 Page 12 - 13 MISTAKE N°5 : Falling in the “personality trap” Page 14 - 15 MISTAKE N°6 : The candidate controls the interview Mistake #8 Page 16 -17 MISTAKE N°7 : Dangerous “invisible” factors are neglected Page 18 -19 MISTAKE N°8 : Final decision: the subjective dominates Mistake #9 Page 20 - 21 MISTAKE N°9 : What happens after hiring? Page 22 - 23 MISTAKE N°10 : Important factors of negligent hiring are Mistake unknown #10 Page 24 CONCLUSION Conclusion Conclu- Page 7 1 sion
Table of PURPOSE OF THIS E-BOOKContents Practical Tips Introduc- tion Our purpose is to help you understand the natural laws of hiring so that you can develop an optimal control of this vital function. The success and expansion of your company is, to a large degree, dependent upon your ability to attract, hire and lead dedicated, productive and loyal employees. Mistake This exclusive report, based on 21 years of experience and the evaluation of over 20,000 candidates, #1 guarantees to provide you with invaluable tips to: • Minimize the subjectivity of your hiring judgment Mistake • Attract and hire the best, most qualified candidates #2 • Simplify and make your hiring procedure much more effective Important: • Develop a high-spirited, high performing and dedicated team. Mistake #3 The No-Fail Hiring System was developed specifically for small-to- Mistake medium sized companies Presentation of the No-Fail Hiring System™ #4 which do not have a The No-Fail Hiring System is a unique, practical methodology dedicated to help small-to-medium department or service sized companies develop an optimal control of their selection/hiring missions. entirely devoted to the Mistake hiring process. Within the last 21 years, we have evaluated over 20,000 candidates and worked with thousands of #5 businesses in 25 countries. The know-how developed throughout these years allowed us to design This system is based on the most practical, down-to-earth and effective system for selecting and hiring people – from sales to good sense, practical technical and managerial positions. Mistake observation and successful #6 experience. If you need We are all aware that the economic and emotional costs involved in “bad hiring” can potentially help in establishing an ruin a company’s expansion plans. As a matter of fact it is estimated that the direct cost of a wrong effective hiring recruitment amounts to $29,000 – not considering the impact of consequent frustrations and/or Mistake department, we can help. disappointments which can undermine the business owner’s morale. #7 The No-Fail-Hiring System brings the vital knowledge, tools and practical supports which can help you avoid costly, sometimes deadly mistakes – as the ones presented in this report. Mistake It is solely based on proven experience. Although none in the recruitment industry can claim 100% #8 efficiency in its method, we can claim that our system and techniques can double, even triple your effectiveness in selecting and hiring people. Mistake You simply can’t afford to fail in hiring. The No-Fail-Hiring System offers you to minimize the risks of #9 failure and provides more certainty of success than any other methodology, if applied perfectly. This special report is a presentation of the costliest – sometimes deadliest mistakes we have observed which can affect the outcome of you hiring missions. The related advices and suggestions were Mistake developed from real life experience, not from any nebulous theory. Try them and see your success rate #10 reach unsurpassed levels. Conclu- Page 6 2 sion Modern Hiring Tools and Technology
Table ofContents ORGANIZATION OF THIS E-BOOK Intro-duction Mistake #1 Mistake #2 Mistake Mistake #3 #3 The Deadly Mistake The No-Fail Hiring Mistake Mistake System is structured Through our experience, we have detected 10 deadly mistakes, made by over 90% of small-to- medium sized companies in the hiring procedure. #4 #4 around 18 immutable laws in the field of Any of these mistakes can cost your company unbearable consequences. recruitment. This report will help you detect and correct any of the most obvious and most hurting mistakes Mistake Mistake your company may have suffered through in the past. #5 #5 By knowing and applying each one of The Immutable Law these, you have the Mistake Mistake For each detected mistake, we present an immutable law. One thing about immutable laws is: they guarantee to greatly #6 should never be violated. For each of these mistakes, we propose a solution #6 improve your results in and recommendations. your hiring experience. Each immutable law and related solution can help you dramatically improve your control on the hiring process. Mistake Mistake #7 #7 The No-Fail Hiring System Application Each immutable law is covered in our No-Fail Hiring System training program. If you need help Mistake Mistake in implementing the laws as presented herein, get trained. Our training program addresses the following general topics: #8 #8 • How to get strategically prepared PRIOR to the hiring campaign, in order to attract the most qualified candidates? Mistake Mistake • Unique interviewing procedure. How can you quickly detect the most important selection #9 #9 criteria, with maximum objectivity? • Diagnostic Support. Our web-based Recru-tec™ test is the best quality control tool for your hiring procedure. It helps you detect what you did not see during the interview, regarding a Mistake candidate’s intentions, honesty and many other important personality-related factors. #10 Conclu- Page 7 3 sion Modern Hiring Tools and Technology
Table ofContents THE COMPANY’S LONG-TERM THE DEADLY MISTAKE STRATEGY IS UNCLEAR Intro-duction Deadly Mistake #1Mistake M01 #1 MISTAKE Small-to-medium sized companies too often neglect the importance of having a well defined strategy, as part of the hiring process. The company “simply” hires because there is an empty spot which needs to be filled. Mistake Top management often is not aware enough that a clear picture #2 about the company’s future and the related challenges, are vital criteria for good candidates to respond to your hiring messages. Mistake Mistake If you don’t seem to have a clear picture of the future, the #3 #3 applicant will not believe in it. Mistake Mistake More info on the #4 #4 No-Fail Hiring System... Lack of Vision An unclear vision of the future makes good candidates hesitate - even run away. Mistake Mistake On the other hand, it doesn’t repel those who are mostly looking for job security #5 or do not see the point in getting involved in the company’s future. #5 Lack of Challenge Mistake Mistake A lack of challenge on the job AND in the business can have a disastrous impact #6 #6 on good candidates. This is due to a very specific, natural attitude: productive people tend to respond favorably to challenging opportunities. In fact, they search for jobs which offer an opportunity to prove that they are good! Mistake Mistake #7 #7 Incomplete Job Description A company’s strategy that isn’t clearly defined generates an incomplete job description. It is usually limited to a partial explanation of responsibilities/ Mistake Mistake functions for the post, while not taking into consideration the added value and #8 #8 the purposes of the position. Uncertainty of the Future Mistake Mistake #9 #9 If your company’s strategy isn’t clear, good candidates may feel that you are uncertain about the direction the company is heading to. This is a deadly mistake in the hiring process and good candidates will not be afraid to challenge you on it. Mistake #10 SEE NEXT PAGE... Conclu- Page 6 4 sion
Table ofContents Intro- THE IMMUTABLE LAW BE READY TO “SELL” THE FUTUREductionMistake #1 Immutable Law R01 REMEDY The good candidate’s profile has changed. It doesn’t always match what the company is offering. Your message must include more than Mistake just the reassurance of a good pay, a flexible structure and/or a great #2 work atmosphere. Good candidates are attracted by the future and are looking for rewarding challenges. Mistake Mistake #3 #3 Recommendations: Mistake Mistake • Formalize your vision of the future #4 #4 • Make challenges known, internally Application: and to candidates Mistake Mistake • Create a message that appeals to #5 #5 The No-Fail Hiring System good candidates provides you with funda- • Clearly define criteria for success/ mental questions that good performance Mistake Mistake candidates ask when faced #6 with future employers. You • Define the job in terms of purposes #6 can therefore develop your and added value hiring strategy, adjusting Mistake Mistake your “speech” according to The Solution: #7 your vision of the future. #7 GOOD candidates want to see a clear vision of your company’s future; they also want to You want to speak about feel that there are opportunities and challenges to prove that they can achieve things. Mistake “Knowing where you are going” is a priority to ensure success when hiring. Mistake what good, qualified candi- #8 dates like to hear! #8 Be clear “in your head” in regards to the future of your company. The smallest doubt regarding the future will be inexorably felt through the hirer’s attitude. Exposing how you Mistake Mistake see the company’s future is often as important as just bragging about a career plan for the #9 #9 candidate… The accuracy of your “internal vision” of the future directly influences the conviction of a GOOD candidate. Mistake #10 Conclu- More info on the Page 5 sion No-Fail Hiring System...
Table ofContents THE MARKETING APPROACH IS THE DEADLY MISTAKE Intro-duction INAPPROPRIATEMistake #1 Deadly mistake #2 M02Mistake MISTAKE A widely agreed-upon comment in the hiring process is: “we cannot #2 find enough good candidates”. This reveals a deep lack of awareness about major modifications in the job market which have occured in the last couple of years. Mistake Mistake #3 #3 Too Conservative Mistake Mistake Many small-to-medium sized businesses develop a very conservative attitude when #4 #4 faced with hiring challenges. They do not understand that GOOD candidates have the More info on the power of selection in their job search. You are just one of hundreds of employers looking for the best… Mistake Mistake No-Fail Hiring System... #5 #5 Reversed Roles A GOOD candidate knows his/her value when offering his/her services. A potential Mistake Mistake employer who does not recognize such value will have a hard time attracting the good #6 #6 ones. And it is not just about money… Improperly Targeted Message Mistake Mistake The company delivers a very classical or boring message, mainly attracting candidates #7 #7 who are looking for job security. They do not understand that GOOD candidates present themselves as “givers” rather than “takers”. They consider themselves like prospects for Mistake Mistake your company. They know they have a choice. #8 #8 Wrong Positioning The company does a bad job of selling itself to good candidates. It doesn’t understand Mistake Mistake that marketing comes before selling: the first step is to attract them. The mistake is trying #9 #9 to “sell” an employment opportunity, without really knowing what the GOOD candidates are looking for. Mistake #10 SEE NEXT PAGE... Conclu- Page 6 sion
Table ofContents Intro- APPLY THE FUNDAMENTALS OF MARKETING TO HIRING REMEDYductionMistake #1 Immutable Law R02 REMEDY Good candidates exist – if they don’t come to you they go to otherMistake “candidate-hungry” companies. The search for good employees is #2 raging and opportunities for a good job are many. But here is the secret: Your first challenge is not to find good candidates; rather, your Mistake Mistake biggest challenge is to attract them! #3 #3 Mistake Mistake Recommendations #4 #4 • Create an ad that focuses on the company’s future strategic plans Mistake Mistake Application • Develop a unique message about #5 challenges on the job #5 If you need help getting a unique position on the hiring • State clearly that salary might be an attractive criterion but secondary to future Mistake market, the No-Fail potential awards Mistake Hiring System can assist you in #6 #6 developing the right marketing • Make a natural pre-selection by pushing attitude, before you start the the importance of performance-based compensation hiring procedure. Mistake Mistake We help you position your • Challenge the candidates with the #7 #7 purposes/added value of the specific job – company clearly and good ones will like it uniquely, so that GOOD Mistake Mistake candidates realize rapidly that you are different from the #8 #8 Solution “competition”. The job market has strongly evolved in the last couple of years. GOOD candidates today are in a “power” position. They know they have a choice. They are more selective and more Mistake Mistake demanding when faced with multiple job opportunities. #9 #9 Your attitude in hiring should be the one of a marketing manager, faced with too many competitors going after your potential customers: “what do I need to do to attract good candidates, even before they show up at the hiring interview?” Mistake #10 Motivate the good candidates to discover your company. Conclu- More info on the Page 7 sion No-Fail Hiring System...
Table ofContents THE JOB OPPORTUNITY IS “TOO GOOD TO BE TRUE” THE DEADLY MISTAKE Intro-ductionMistake #1 Deadly Mistake #3 M03 Just as an enthusiastic sales rep can exaggerate the benefits of his/herMistake MISTAKE product, the employer has a tendency to make the job opportunity #2 sounds “too good to be true”. Later on, when certain concealed problems/difficulties appear, the candidate can simply turn them down because he/she did not expectMistake them. “They didn’t tell me everything during the interview”. #3 A hidden truth will always bring about a source of frustration or deception. Mistake Mistake #4 #4 More info on the Mistake Mistake No-Fail Hiring System... Scared to Scare #5 #5 The employer too often avoids being clear and honest in regards to the company’s weak points or internal challenges. He does not want or is scared to discourage candidates. Mistake Mistake Failure to Integrate #6 #6 It is estimated that close to 50% of hiring failures are linked to an integration problem. An employer who, during an interview, presents the candidate with a picture of the Mistake Mistake company that is too far from reality, risks deceiving the candidate in the near future. #7 #7 Over-selling a Position Worried about convincing the candidate, the employer has a tendency to “over-sell” the Mistake position. Later on, the truth comes out. The candidate feels tricked. His/her attitude Mistake #8 #8 therefore becomes: “They did not tell me…” or even, “Had I known…”. Unclear Expectations Mistake Mistake Once on the job, the candidate reacts negatively to unexpected job situations that were #9 #9 not mentioned during the interview. He/she therefore grows resentment towards his/ her employer. Mistake #10 SEE NEXT PAGE... Conclu- Page 6 8 sion
Table ofContents SCARE YOUR CANDIDATES… THE GOOD ONES WILL LIKE IT! REMEDY Intro-ductionMistake #1 Immutable Law R03 50% of all hiring failures happen before you start the hiring procedure.Mistake REMEDY A very good candidate can become a bad one for your company, if he/ #2 she does not obtain what was promised or what he/she expected. Apply the law of transparency before you hire in order to avoid surprises later.Mistake #3 Mistake Recommendations #4 • Do not be afraid to “scare” candidates Application Mistake • Be very clear in your expectations, #5 don’t hide anything If needed, the No-Fail Hiring System offers • Naturally select the “good” ones you to develop a unique by challenging them Mistake strategic tool which • Avoid bad “surprises” and/or #6 allows you to make all the disappointments important and delicate • Protect yourself in the future by issues very clear. Mistake applying the “law of transparency” #7 This strategic tool will be a perfect management support in the integration Mistake phase and in the Solution #8 supervision of your new Apply the law of transparency early on in your message as well as in your interview procedure. employee(s). Be precise in your expectations and don’t be afraid to describe a realistic scene of the situation. Mistake Clearly explain to the candidates what you expect from them in terms of results, daily actions #9 and behavior. They will be less likely to rebel a couple of months after being hired. The bad candidates will run away, the good ones will love the challenge. Mistake #10 Conclu- More info on the Page 7 9 sion No-Fail Hiring System...
Table ofContents GUT FEELINGS LEAD THE DEADLY MISTAKE Intro-duction THE PRE-SELECTIONMistake #1 Deadly Mistake #4 M04 The “gut feeling” rule is too often used in the preselecting step ofMistake MISTAKE resumes. These are analyzed with subjective specifications such as: #2 • What has the person done in life? • Are there too many “holes”?Mistake • How is the general presentation of the application letter? #3 • Is the personal letter well written?Mistake • Is the picture aesthetic? #4 It has been proven times after times that an attractive resume doesn’t necessarily represent a qualified candidate. More info on the Mistake No-Fail Hiring System... #5 The resume is too nice to be true The gap between some attractive aspects of a resume and crude reality is usually revealed during the interview. Wronged by the first impression seen on paper, Mistake the employer is then frustrated by the actual quality of interviewed candidates. #6 Wasted Time The time wasted with “promising” candidates who prove to be unqualified is the Mistake usual consequence of preselecting with your “guts”. Some elements of a resume #7 may seem impressive on paper but irrelevant for the concerned position. Mistake Missed Opportunities #8 When using subjective pre-selection criteria, one takes the risk of missing GOOD candidates. A “pretty” resume does not necessarily reflect a qualified candidate; in fact it has been proven that the best candidates don’t always have the prettiest Mistake resumes. #9 Lack of formalization A lack of formalized, objective specifications can prevent management from Mistake delegating efficiently this first step of hiring. Management is therefore forced to #10 SEE NEXT PAGE... analyze each incoming resume in details. Conclu- Page 10 Page 6 sion
Table ofContents FORMALIZE YOUR PRE-SELECTION CRITERIA REMEDY Intro-ductionMistake #1 Immutable Law R04 If you are trying to fill a job for which no ideal profile has ever beenMistake REMEDY developed, you run the risk of being too influenced by subjective pre- #2 selection criteria as presented in the resume. Subjective criteria might be impressive but they are not the ones you should use to evaluate a resume.Mistake #3Mistake Recommendations #4 • Know how to distinguish between “pretty” resumes and the truly promising ones. Application • Discover the non-sequitur and hidden Mistake mysteries. #5 The No-Fail Hiring System minimizes the “gut feeling” • Eliminate according to your pre- in preselecting resumes. A determined objective specifications. Mistake standard application form is • Know how to delegate the preselecting #6 used, in order to easily detect process. three different qualification criteria for a candidate: • Avoid missing the good candidates by Mistake primary, secondary and focusing more on the objective criteria of #7 subjective. qualification. This enables you to easily Mistake delegate the pre-selection Solution #8 function, knowing that you Objective, measurable and visible specifications for pre-selection/qualification of candidates won’t miss the best qualified must be formalized within your company. candidates. Mistake All persons involved in the hiring process must then be informed of these objective specifications, in order to accurately measure the degree of qualification of a candidate. #9 The qualifying criteria need to be formalized and must be based on experience and successful actions. The best way to specify an “ideal profile” for a future employee is to look for an existing Mistake successful profile within the company. #10 Conclu- More info on the Page 11 Page 7 sion No-Fail Hiring System...
Table ofContents FALLING IN THE PERSONALITY TRAP THE DEADLY MISTAKE Intro-ductionMistake #1 Mistake #5 M05 MISTAKE Is efficiency based on a candidate’s personality? This question confusesMistake many employers, as they tend to mix up personality and potential. #2 The hirer can be highly influenced by whether or not he/she “hit it off” with the candidate.Mistake It is too frequent to interview on the basis of skills… and to hire on the #3 basis of personality.Mistake #4 The nice personality syndrome More info on theMistake One can easily be seduced by a person with a pleasant attitude who has demonstrated #5 No-Fail Hiring System... good relational skills during the interview. But did he/she necessarily show his/her true potential? Personality vs. Potential Mistake #6 Some personality-related qualities might be important but they do not however reflect the ability to get results. Interviews are often limited to measuring personality rather than potential. Mistake #7 “Difficult” Personality A strong personality can generate dislike or suspicion. However, it can also reflect the candidate’s strong will in attaining results. “Nice” people aren’t always the most effective Mistake ones…. #8 Momentary Personality Mistake The momentary personality does not necessarily reflect the candidate’s future attitude. #9 The employer therefore searches for signs of weakness, without actually ever knowing how to measure such signs. Mistake #10 SEE NEXT PAGE... Conclu- Page 12 Page 6 sion
Table ofContents KNOW HOW TO MEASURE WHAT IS REMEDY Intro-duction MOST IMPORTANT FIRSTMistake #1 Immutable Law R05 Personality is second to potential. The only benefit to detecting aMistake REMEDY candidate’s personality is to be able to judge if it will act as a barrier #2 or a support to his/her productivity. The first selection criterion is the potential, not the personality. And the two do not always match!Mistake #3 Recommendations • Ask questions that go straight to theMistake point regarding results #4 • Find out about a candidate’s “lasting” personality, not just his/her momentary Application oneMistake #5 • Find out about the candidate’s past The No-Fail Hiring System achievements presents a very structured interview procedure which • Measure the candidate’s ability to solve Mistake guarantees to provide you problems #6 with a clear picture of a • Don’t fall in the personality trap. If you candidate’s true potential. like a candidate during the interview that Mistake does not mean that he or she will get And this is done with a level #7 results on the job! of precision that has never been obtained through Solution “classical” methods! Mistake Your first priority in the hiring interview is to answer the following question: “Will the #8 candidate be able to achieve the required results for this position?” In other words, what is the candidate’s potential ability to reach specific results on the Mistake job, within a specific working environment? #9 The personality-related evaluation criteria are not always objective, and do not always reflect the candidate’s future attitude. What you see today may be very different tomorrow! Mistake #10 Some behavioral or personality-related weaknesses cannot systematically be considered as a barrier to being productive. Conclu- More info on the Page 13 Page 7 sion No-Fail Hiring System...
Table ofContents THE CANDIDATE CONTROLS THE INTERVIEW THE DEADLY MISTAKE Intro-ductionMistake #1 Mistake #6 M06 The employer, worried about the job opening and eager to “sell” theMistake MISTAKE company to a candidate, usually makes two mistakes during the job #2 interview: • he/she talks too much,Mistake • he/she does not find out enough critical elements about the #3 candidate’s potential (a consequence of the first mistake). In a non-structured interview, the candidate who speaks the best commonly comes out winning the job.Mistake #4 More info on the Too much time wasted in talking.Mistake #5 No-Fail Hiring System... Whether or not the candidate is qualified for the position, the employer often feels “obliged” to go through a professional presentation of the company. This is sometimes useless as a large amount of valuable time is spent repeating the same message at eachMistake interview. #6 Not enough time to really find out about the candidate In a classical interview setting, the employer asks the candidate the wrong questions. As a result he does not obtain the vital information which would allow him to properly Mistake evaluate the candidate’s true potential. #7 Lack of Control A candidate who is asking lots of questions does not always mean he/she is interested. Mistake Many candidates know what attitude they should present in an interview. If you let one #8 talk too much or ask too much you lose the control of the interview. Tired of repeating yourself? Mistake After repeating the same presentation several times, the employer looses his/her #9 enthusiasm and personal conviction. He/she becomes less efficient and less interested. His/her approach has less impact on the candidate, therefore giving him/her the opportunity to lead the debate. Mistake #10 SEE NEXT PAGE... Conclu- Page 14 Page 6 sion
Table ofContents Intro- ASK THE RIGHT QUESTIONS REMEDYductionMistake #1 Immutable Law R06 Don’t waste your time, repeating the same message. Put all yourMistake REMEDY attention on discovering the candidate by asking the right questions. #2 Don’t let the candidate “overwhelm” you with his/her own questions. During the interview, you should be the one who “runs the show”!Mistake #3 RecommendationsMistake • Avoid the “pretty talker” trap #4 • Control the interview; do not let the candidate talk too muchMistake Application • Ask result-oriented and action- #5 The No-Fail Hiring oriented questions System includes a list of • Don’t fall in the “I like this person” trapMistake key questions to be asked #6 in a precise order. By • Make it clearly understood that using it correctly, you are results come first, not the personality. guaranteed to find out the Mistake most important selection #7 criteria. Solution You are fully in control of the Your questions must be structured in order to obtain visible and objective selection Mistake interview and you do not criteria, such as: #8 waste time! • The candidate’s aptitude to get results, • His/her lasting personality , rather than his/her momentary one. Mistake #9 A hiring interview must be controlled by the employer – not by the candidate. It is your job to make the candidate talk and reveal his/her true, lasting personality. But don’t let him/her say just anything… You must obtain vital information that will Mistake enable you to also detect his/her true potential to obtain results on the specific job. #10 Conclu- More info on the Page 15 Page 7 sion No-Fail Hiring System...
Table ofContents DANGEROUS “INVISIBLE” FACTORS ARE NEGLECTED THE DEADLY MISTAKE Intro-ductionMistake #1 Mistake #7 M07 MISTAKE Hiring is often based on what is seen and observed during theMistake interview. Within a couple of months, a costly disappointment can #2 result from many “unseen” personality factors. To wait for discovering the candidate’s true potential and personality after a couple of months can lead to costly consequences.Mistake #3 Most of the available diagnostic supports do not help because they focus on the momentary personality – not on the lasting one!Mistake #4 More info on the Lack of CertaintyMistake The employer does not always find answers to his/her questions. He/she is indecisive #5 No-Fail Hiring System... or takes decisions without being completely convinced, therefore opening the door to disappointment. Undetected weaknesses are commonly the ones that lead to failure. Mistake Testing reliability #6 The employer sometimes uses diagnostic supports such as psychometric tests, in order to reinforce his/her impressions. Unfortunately the reliability of these is very often questionable. They vey often fail to precisely measure the candidate’s lasting personality.Mistake #7 Quality Control One of the biggest problem which is not resolved with available testing services, is the confusion associated with the momentary and the lasting personality of the candidate. Mistake Using these as quality control tools, will not assist the employer in determining the #8 candidate’s true potential. Lack of Objectivity Mistake The employer has a tendency to listen too much to the candidate’s arguments and #9 promises. He/she does not necessarily perceive alarming indicators, hidden behind a momentarily pleasant attitude. Mistake #10 SEE NEXT PAGE... Conclu- Page 16 Page 6 sion