Dear Colleague:

Hiring the “perfect” person can be a daunting task. As a manager, you probably want to get it over with and get back to work. The hiring process is time-consuming, exhausting and distracting. Yet if you make a mistake, the consequences could be damaging … professionally and financially.

An applicant may look great on paper, but does he have the skills and winning attitude you’re looking for in a new team member? And how do you penetrate the façade of a well-rehearsed applicant to find out exactly who he is?

To help you get to the bottom of this, we’ve published a special guide: Great Hires – Every Time. We’ll examine the hiring process, from attracting qualified applicants on through making the offer to the No. 1 candidate. You’ll win the hiring game every time you have to play it.

Great Hires – Every Time examines and organizes the hiring process for you, taking the sting out of this often-painful task. With this comprehensive report, you’ll make the right decision, every time.

You’ll learn: 

• Your definition of the “perfect hire” – and how to find her
• The most common mistakes made during the interview process
• How to assess an applicant’s attitude toward you, your company and the job
• How to collect vital background data quickly and painlessly
• How not to get snared in a Catch-22 when checking references
• Sure-fire ways to beat the competition
• How to negotiate salary and benefits
• Warning signs that indicate trouble ahead
• Legal do’s and don’ts: topics that could land you in legal hot water
• The six-step process that will lead to your final hiring decision
• Why you should always review the job description with your current staff
• And much more!

Great Hires – Every Time contains valuable tools that have been designed to guide you right to your No. 1 candidate. These tools include:   

• A skills-ranking chart
• Telephone evaluation forms
• An attitude meter
• A sample release form
• A résumé checklist
• Candidate evaluation sheets
• Sample ads
• Sample interview questions

Hiring is only one aspect of managing well, but it’s the most important task you have. If you don’t select the right employees, no amount of good management will turn them into valuable members of your team. And as many experts now believe, hiring the person whose enthusiasm for the job equals (or even outweighs) his skills may be the key to job success.

Great Hires – Every Time focuses on how to assess the attitude of each applicant, whether you’re scrutinizing a résumé, conducting an interview or making reference checks. The hiring game can be won if you’re armed with the proven techniques and innovative strategies offered in this web exclusive.

Table of Contents

Introduction: Hire or Misfire? A Match Made in Hell Checking the Hiring Meter When a Mismatch Occurs Finding the ‘Perfect Hire’ Part I. Starting Your Search 1. Hiring for Attitude ‘Just Do It’ Identifying Attitude 2. Defining the Job Analyze Each Task Skills Ranking The Legal Side 3. Cover Letters and Résumés: Reading the Fine Print First Impressions: The Cover Letter Résumés With Attitude Résumé Checklist Interview Questions Culled From a Résumé 4. Legal Minefields in the Hiring Process Civil Rights Act Pregnancy Discrimination Act Age Discrimination in Employment Act Americans with Disabilities Act Legal Do’s and Don’ts Part II. Interviewing: A Six-Step Process 5. Step 1: The Initial Screening Phone Call Rehearse Before You Call Before You Begin the Phoners Receiving Calls From Applicants Telephone Screening Form Telephone Evaluation Form 6. Step 2: Testing Physiological Screening

Psychometric Screening Other Types of Tests Testing Checklist 7. Step 3: The First In-Person Interview Interview Countdown During the Interview The Best Questions to Ask Ask the Right Question Avoid These Mistakes Caution: Trouble Ahead? Evaluation Sheet The Attitude Meter After the Interview 8. Step 4: Conducting a Second Interview Explain the Mechanics Should You ‘Do Lunch’? Interviewing as a Group Hiring a Team Player 9. Step 5: Reference/Background Checking Background: To Check or Not to Check Getting Beyond ‘No’ Finding the Best References Streamlining the Process Interviewing References Top Reference-Checking Questions Reference-Checking Resources Sample Release Form: An Employment Statement Are They Valuable? 10. Step 6: Negotiating Salary and Benefits Making an Offer Employment Contracts ‘It’s a Great Place to Work!’ 11. Save Time – Don’t Reinvent the Wheel Conclusion: Not Hit-or-Miss

Consider the consequences of a hiring mistake: You waste time and money training someone you may have to let go. You weaken your team’s overall effectiveness. You risk losing other, more valuable employees. You reduce the amount of time you could be spending on other projects, since you have to start the hiring process all over again. And you damage your reputation as a manager because your associates begin to doubt your ability to attract good people.

But with Great Hires – Every Time, you'll hire wisely and well. You'll know you're hiring only the best, so your company will benefit. And you'll look like a star for saving your company time, trouble and money. Once you have Great Hires – Every Time by your side, your worries about hiring an incompetent or incompatible employee will disappear. You’ll make the right choices and bring on board the perfect candidate – every time.


Sincerely,



Phillip A. Ash
Publisher

P.S. Remember, there’s absolutely no risk. If you don’t see how you can weed out the losers and hire only the winners, we’ll refund your entire purchase price – no questions asked – and you’ll have no further obligation.

P.P.S. You can find your dream hire – and be sure he's all he seems. Great Hires – Every Time shows you how to get exactly whom and what you want. Order your copy now!