INTERVIEWS

HOW TO PICK A WINNER!

Presented by
Jose B. Boix
 GENERAL OBJECTIVES
• Discuss the dangers of “Common Mistakes”
• Identify current hiring practices
• Develop a “Winning” game plan
• Address the legal issues
• Put it all together
• Practice, practice, practice
 Don’t call us we’ll call you!
10. “Arrived with a snake around her neck. Said she
took her pet everywhere.”
9. “Said that if I hired him, I’d soon learn to regret
it.”
8. “Left his dry-cleaner tags on his jacket and said
he wanted to show he was a clean individual.”
7. “Applicant indicated that if he wasn’t hired, the
future of the company would be jeopardized for
confidential reasons.”
6. “Took three cellular phone calls. Said she has a
similar business on the side.”
 Don’t call us we’ll call you!
5. “When asked about his loyalty, showed a tattoo
of his girlfriend’s name.”
4. “She returned that afternoon asking if we could
redo the entire interview.”
3. “After a difficult question, she wanted to leave
the room momentarily to meditate.”
2. “Applicant walked in and inquired why he was
there.”
1. “Said if he was hired, he’d teach me ballroom
dancing at no charge, and started demonstrating.”
 Let’s start with a Question…
Q: What is your companies most valuable asset?

Q: What is your companies greatest liability?

A: Having the RIGHT PEOPLE on your team.

A: Having the WRONG PEOPLE on your team.

 The Most Important Piece:

“Nothing matters more in winning than

getting the right people on the field. All the
clever strategies and advanced technologies
in the world are nowhere near as effective
without great people to put them to work.”
- Jack Welch, Winning
 TOPGRADING
• “A’s hire A’s, B’s hire C’s.” – Donald Rumsfeld
• 1 to 15 times the annual salary.
• If you want to be “World Class” hire, coach
and keep A Players!
 Dangers of hiring the wrong people...
• Dissatisfied or lost customers
• High turnover and associated
expenses
• Incomplete work
• Increased operating cost
• Lawsuits
• Lost business opportunities
• Lower morale and higher
frustration
• Poor productivity, poor
quality
• Sabotage
• Good people going to a
competitor
• Added stress for the
existing work force and
management
• Substandard
organizational and
personal performance
• Wasted training time
Bad employees get hired due to a lack of...

• Organizational Assessment Skills

• Personnel Assessment Skills
• Confidence in Interviewing/Selection Skills
 Common Mistakes
• Looks good…is
good.
• Looks bad… is bad.
• Hiring yourself.
• Rush to hire.
• Poor communication.
• I’ll know it when I
see it.
 Words of Wisdom:

“When in doubt, don’t hire. Keep

looking.”
How do YOU choose who to hire?
Basic Questions

WHY?
WHO?
WHAT?
WHEN?
WHERE?
HOW?
 Developing a system
• Develop a hiring game
plan.
• Determine the output.
• Define the job.
• Know when to hire.
• Develop a recruiting plan.
• Collect the application.
• Screen the candidates.
• Interview, and interview
some more.
3 Rules of 3

Candidates

Interviews

Evaluators
How to Pick a Sure-fire Winner
“Hiring the right person
for the job is a lot like
trying to pick the best QB
available in the NFL draft.
- The more you study
someone, the better an
idea you can get if he/she
is a good fit for your
organization.”
- Jose B. Boix
 The Choice
Hire tough and manage easy,
or
Hire easy and manage tough.

Take your time on the front end and enjoy having the
RIGHT PEOPLE on your team.
Powell's Rules for Picking People:
“Look for intelligence and judgment, and most
critically, a capacity to anticipate, to see
around corners. Also look for loyalty,
integrity, a high energy drive, a balanced
ego, and the drive to get things done.”
 The Acid Tests (by Jack Welch)

• Test for Integrity

• Test for Intelligence

• Test for Maturity

 The 4-E (And 1-P) framework
• Positive Energy
• Ability to Energize others
• Edge
• Ability to Execute
• Passion
 The Payoff

“Picking winners requires a serious

investment of time up-front, but in
the long-run it will be worth every
minute.”