Do you like making hiring mistakes? Of course not; they’re not fun. Getting the right (or wrong) people on your team can make (or break) your business, but it’s tricky to get this right. In fact, all the innovation over the past 30 years (job boards, hiring software) hasn’t impacted employee hiring success in a material way. Average employee tenure has been dropping like a stone and employee turnover rates continue relatively unchanged. Hiring mistakes are so accepted that “money-back guarantees” have become table stakes for any recruiter. But there IS a better way. In this session, we’ll review some epic hiring mistakes and how to avoid them ... also how you can hire great people who will stick around a long time and help increase the value of your business.

1. Hiring Mistakes: A How-To Guide!
Ben Baldwin, Co-Founder

2. Hiring Mistakes: A How-To Guide!
Ben Baldwin, Co-Founder

6. Blog | MakeHiringEasy.com

8. Hiring is not a problem …
right?
Technology has xed it …
right?

10. On average, 45% of new hires
leave in the rst 6 months
and 15% of new hires are
red within the rst year*
* Charles A. Handler, Ph.D. (2009) Using Technology to Support Informed Decision Making Within the Hiring Process

11. Employee turnover costs
range from 1/2 to 5 times an
employee's annual wages*
* Charles A. Handler, Ph.D. (2009) Using Technology to Support Informed Decision Making Within the Hiring Process

12. Average employee
tenure has been
dropping like a
stone and employee
turnover rates
continue relatively
unchanged
* Employee Bene t Research Institute, 2006 ; HR.com, All-Time Low Employee Tenure Draining Knowledge.

13. Money-back guarantee!

16. Yes
You are screwed

17. Agenda
1.! Your time is too valuable to
waste on preparation!
2.! If you build it, they will come!
3.! Hire rst, ask questions later!

18. 1.! Your time is too valuable
to waste on preparation!

19. Why invest your time with hiring?
Your strength is managing weak
employees … right?

20. 1.! Enjoy spending 100%
more time hiring!
2.! You get to re 15%
more people
3.! Relish expanding your
costs 50-500%!

21. Hiring smart people has been the
single most important thing
- Bill Gates
The di erence between an A team
and an A+ team is $1 billion
- Paul English, Co-Founder of Kayak.com

22. 1.! What do
you need?
2.! What don’t
you need?

23. Job Fit
Experience
Experience
AND
Personality
Personality

24. Can they bootstrap?
Will they part with their
expense budget?

26. 1st in the American
League West with a
record of 96 wins
and 66 losses ...

27. You can
predict
who will
succeed

28. How?

29. Ask what
business
you are in
… really?

30. Ask what
is success
for your
job?

31. Ask what type of person
do you need?
Job A Job B
" ! Take leadership " ! Take Leadership
" ! In uence others " ! Team-Oriented
" ! Driven " ! Service-Oriented
" ! Recover from setbacks " ! Self-Regulating
" ! Tolerate risk " ! Learn & Problem Solve

32. Ask what type of person
do you need?
Sales Rep Manager
" ! Take leadership " ! Take Leadership
" ! In uence others " ! Team-Oriented
" ! Driven " ! Service-Oriented
" ! Recover from setbacks " ! Self-Regulating
" ! Tolerate risk " ! Learn & Problem Solve

33. 2. If you build it,
they will come!

34. When someone mentions the
name of a person that they think is
exceptional, I give myself seven
days to track them down, make
an o er and have them accept it.”
- Paul English, Co-Founder, Kayak.com

35. 1.! What is their
job acceptance
criteria?
2.! What is their
job search
process?

36. Job boards can be tricky for
small business!
*CareerXroads 9th Annual Source of Hire Study – www.careerxroads.com

40. Give > Get
2 ears, 1 mouth

42. Halo
e ect
Diagnostic
bias

43. Attractiveness
in uences
interview
results*
*Richard Ilkka, Business Communication Quarterly (1995) 11-18.

44. The
predictive
value of
traditional
recruiting
methods is
about 14%*
*Robert P. Tett, Douglas Jackson and Mitchell
Rothstein, Personality Measures as Predictors of Job
Performance, Personnel Psychology, Winter 1991,
Michigan State University’s School of Business

45. EEOC
OFCCP

46. … re quickly

48. 1.! Everyone processed/
assessed using the same
tools (even if they’re
your friend)
2.! Interview template with
questions that work
3.! Multiple interviewers

49. 1.! It’s predictive
2.! It’s faster
3.! It’s fair

50. Men wanted for hazardous
journey. Small wages, bitter cold,
long months of darkness,
constant danger, safe return
doubtful. Honour and
recognition in case of success.
(Ernest Shackleton's 1914 ad in the London Times for his
expedition to cross Antarctica from sea to sea, via the pole)

51. Shackleton
received more than
5,000 applications*
*!"#$%%&'()*+*#&,*-(./0%)*+*%1/'&2345!-6+7&3.'8

53. $2,000 to
leave after
training

58. 3. Hire rst,
ask questions later!

60. *CareerBuilder.com survey, 2006..

61. 1.! Open-ended questions
2.! Based on candidates’
strengths/weaknesses
3.! Pause …

62. Dig deep
Ask:
“Please think about your most
signi cant accomplishment. Now,
could you tell me all about it?”
*Lou Adler.

63. Can they set goals?
Ask:
“What important target dates did
you set to reach objectives on your
last job? How did you set the
dates? Exactly what were they,
and what were your results?”

64. Can they lead?
Ask:
“Individuals vary in their ability to use power or
persuasion to in uence others. Give me an
example of a time when you used either
power or persuasion to guide another person
to a worthwhile objective. Be speci c. Exactly
what did you do, and what were your results?”

65. Use references to minimize
exaggeration
Ask:
Who was your last boss? What will they tell
me about your strengths and weaknesses
when I call them this afternoon? Outcome:
more honest discussion of weaknesses.
*Scott Armstrong interview on MakeHiringEasy.com blog.

67. 1.! Neck touching
2.! Rubbing ngers together
3.! Shoulder up
*Joe Navarro.

69. Have others
interview them:
1.! On di erent
days
2.! In a social or
other setting

70. 1.! Problem-
solving
interview
2.! Salary
negotiation

71. Invest yourself in hiring …
… to avoid spending even more
of yourself in managing and ring

72. 1.! Focus on what’s important
and what’s NOT important
2.! Hiring is sales
not just marketing, stupid
3.! Interview for t,
in addition to technical ability

73. Follow these steps …

74. … and your wildest dreams will come true
Thank you!
Email | ben@clear t.com
Blog | www.MakeHiringEasy.com