Are You Sick and Tired of Firing Your
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Rich Lukesh |
Dear Business Executive,
If You...
Can't help but notice your company seems to be interviewing candidates time and time again to fill the same position...
Constantly find yourself having to authorize additional training time for new employees... only to have to replace them later that year...
Worry that there aren't any more good prospects out there to hire...
Get angry when you see the latest candidate resumes sent from the headhunters that don't meet most of your position's requirements...
... then this special bulletin may be the "lucky break" you've been waiting for!
Hi, my name is Rich Lukesh and in the next few minutes, I'm going to show you why using the right hiring tips, tactics, and techniques can make a massive difference for your business.
I'll share a few of the success killing mistakes that hiring managers frequently make and...
I'm going to reveal how you can avoid many of the hiring mistakes that countless businesses make every year and raise your hiring success rate to over 81%!
Then I'm going to tell you about my hiring success system — a proprietary field-tested system that up until now was only available to a select few clients of mine.
Over the past 15 years, my consulting clients have gladly paid me thousands of dollars to get access to cutting edge information like this because it has dramatically transformed their businesses and slashed their hiring costs to a mere fraction of their competitors.
Now you too can draw upon some of the same business enhancing information — and you're about to do so at a too good to be true price.
But first, let me reveal...
Why My Interviewing Methods Squash
Traditional Hiring Practices Like a Dead Bug!
Now you may not be aware of it, but my professional nickname is "The HR Contrarian". That's because for over 15 years, my advice has been helping my clients achieve outstanding results.
The key to my consistent level of high results is due to my ability to take traditional methods... find what doesn't work about them... and come up with a better (and usually faster) method to replace them.
These days, finding the best qualified applicant is an ongoing challenge for every business. I believe it's mostly due to the fact that puffery, exaggeration, and outright lies have become commonplace among candidates.
Many times, my clients bring me in to help with finding and hiring top talent for key business positions.
My ability to quickly identify and eliminate the potential bad hires has been priceless for my clients and allowed them to save thousands of dollars in wages and training expenses. Best of all, my clients enjoy an increase in staff productivity simply because they no longer need to "cover" for a bad hire that can't do their job correctly.
But it wasn't always that way...
In 1987, a friend and I purchased a company that was located and operated in the greater Philadelphia area.
We sat down and laid out the administrative responsibilities— my primary task was overseeing the Sales and Operations of the business. I really had my work cut out for me.
You see, most of the company's systems were outdated, ineffective, or were counter-productive.
So I started creating and implementing my own systems for my company... testing and tracking my results along the way. I took notice of what was working and what was not. What didn't work was quickly discarded or replaced until I had created a series of powerful business systems.
Did they work? You bet they did.
Over the next 7 years, that business grew from 35 to over 450 employees. We expanded from a local-only Philadelphia operation to a 10 state massive operation. And we did it without using mergers, takeovers, or other corporate angles to simulate growth.
So what was the secret to our success?
Was our company a more desirable place to work than our competition?
Maybe.
The truth is, to the general public our company resembled many other similar businesses in our area.
I believe one of the biggest reasons for our massive success was our hiring success rate. You see, thanks to the hiring system I created our bad hires went from hovering around the industry average to getting slashed down to the bone.
We didn't have to keep training new hires for the same position again and again — because we hired the right person for each and every position right from the start.
Our employee productivity didn't suffer because a new hire didn't work out and had to be terminated. Our new hires were the right ones and didn't have to be fired and replaced.
We were able to take the monies that so many other businesses waste on constantly training new hires to replace the last round of bad hires — and reinvest in profit-producing things like marketing that added to the company's bottom line.
And then January 1995 we did what every business owner dreams of doing: We cashed out and sold the business.
Since then, I've taken my proprietary hiring system and continued to refine it. As the employment laws have changed, my system has been adjusted to stay cutting-edge and current.
"... Wanted to Insure a Good Fit with the Established Family Environment of the Work Place."
"…wanted to insure a good fit with the established family environment of the work place. He utilized written testing as well as conversation to rate the temperament, work style habits and communication skills of the job candidate to see if they were a match with the values and work style existing in the work environment."
John B. Diament |
My consulting clients have gladly agreed to try out the system in their businesses and have the reaped the rewards of their good faith almost immediately. It wasn't surprising to me that they would be so willing to give it a try.
You see, in 1988, Professor John Hunter of Michigan State determined that the typical employment interview is only 57% effective in predicting future success in a job. In plain English, that means the typical interview is only slightly better than flipping a coin and choosing between two candidates!
So my clients didn't have anything to lose by trying out my hiring system (remember I had already tested it in my own business and enjoyed very high rates of hiring success).
Most of these clients have seen their level of great hires skyrocket to over 81% while their rate of bad hires plummeted to industry record lows. A few of my "test case" clients have done even better — their hiring success rates shot up over 90% and stayed there for good.
For years, the only way to get access to my hiring system was to hire my professional expertise. My consulting services start at $175 per hour with many business owners deciding to hire me for months or even years of ongoing help.
But now you can get access to my hiring system for practically pennies instead...
Introducing: "Secrets To Hiring Success"
My Proprietary Hiring System —
Proven To Work For Any Type of Business —
To Hire The Right Candidates Everytime!
If you've ever wanted to stop the endless parade of new candidates interviewing for the same old job...
If you are shocked and dismayed at how much your company is spending on headhunters and new employee training...
Or if you are tired of playing catch-up as the rest of your staff works harder trying to make up for the lost productivity of a recently dismissed bad hire...
Then "Secrets To Hiring Success" is for you.
More Bang For Your Hiring Buck
The "Secrets To Hiring Success" is divided into two powerful pieces. There's the main manual "Secret To Hiring Success" and the "Hiring Success Power Templates". Let me tell you a bit about the Power Templates first.
Quite simply, I've taken the most frequently used techniques, actions, and interviewing tactics and condensed them into 42 powerful templates that will streamline the process for you. Best of all, it will save you a tremendous amount of time too.
The main manual "Secret To Hiring Success" is packed with simple but powerful techniques for getting maximum results out of your hiring program.
But don't just take my word on it. Here are a few things you'll learn...
- Can years of Job Experience or Education prove if a candidate is perfect for the job? Think again! I'll give you 8 other factors that rank as much more accurate predictators on page 10...
- My secret 8 step method for hiring top talent for any strategic position... (Page 18)
- Not sure when you should check references? No problem. Simply follow the clear-cut guidelines I share on page 45 and you'll time it perfectly with every prospect.
- Why relying on your "gut feeling" on a potential hire is rarely a good idea...
- You should never list the position's salary in the ad... or should you? The answer is... It depends. Turn to page 51 for the complete solution...
- 6 easy steps to pinpoint your work group — or business — culture...
- My field-tested set of critical soft skills that your ideal candidate must have BEFORE you offer them the job... (Page 33)
- 7 unique categories for candidates... and how each one is separate and distinct!
- And much more!
Like it or not, your company is being judged by how it interviews candidates as being a sign of how good (or bad) your company runs.
The truth is, every company is being judged. According to the March 1998 edition of HR Magazine, “70% of interviewees feel that the interview process is a strong indicator of how the company operates.”
Every company needs a complete system that professionally interviews candidates... identifies the most appropriate candidate for the position to be filled... and leaves every candidate with a positive professional experience.
That's what the "Secrets To Hiring Success" will do for you.
In fact, here's what you'll discover inside your copy...
- It's okay to interview a candidate by yourself, right? WRONG! I'll give you 5 big reasons why you should never interview a candidate by yourself on page 19...
- The 10+ activities that need to be completed in order to have an effective interview with a candidate...
- How to craft the best corporate defense against pre-employment discrimination claims... (Page 76)
- 8 Patterns you must look for when you're interviewing a candidate... miss one and you could be making a big mistake!
- You're trying to decide between 2 candidates for an open position in your company... should you go with your gut? Not exactly. On Page 20, I'll tell you why your gut feeling isn't always right!
- The 3 major reasons why people take jobs and how each reason creates a completely different interview...
- The secret technique I use to get candidates to answer tough interview questions... works every time! (Page 34)
- The 4 Key Questions you must ask about every reference...
- And much more!
I’m sure you've heard the phrase,
“Hired for experience, fired for behavior”...
... So what does it mean?
“Hired for experience” is all about hiring people based on hard skills, likability, and the “Four A’s.”
What about “fired for behavior”? Well, that has to do with an employee's soft skills and the employee’s failure to be adequately aligned with the values, culture, and work ethic of the company.
Why does this happen so frequently?
The answer is quite simple really.
The interviewer failed to correctly review a candidate’s employment picture... then "short-circuited" the process by using a few quick home-made "grading" tools and then made a hasty judgment call to hire.
Unfortunately, this is the type of "short-cut" mistake that winds up costing companies thousands of dollars in new employee training and lost business opportunities — for a new hire that will wind up being replaced. Worse, that doesn't count the hundreds of hours of lost productivity because the position doesn't contain someone who can produce the results that are needed.
But it doesn't have to be that way.
You see, the "Secrets to Hiring Success" has been designed to present a hiring manager with as much targeted data as possible about candidates. Using the forms contained in my system, the hiring manager can quickly make an informed — and accurate — decision about who is the best person to hire.
That's the beauty of my system. But that's just one part of the "Secrets to Hiring Success".
Here are a few more "golden nuggets" you'll find buried inside...
- Your manager claims he has a 90%+ hiring success rate... is he really that good? Turn to page 8 and you'll discover the major mistake he could be making while calculating his hiring rate!
- How to create job-relevant testing that won't violate the Equal Employment Opportunity Commision Guidelines...
- True or False: A Manager can not motivate an employee. The answer is... it depends. Read page 29 and you'll learn what an effective manager should do if they want a motivated team of workers...
- 15 Killer Mistakes That Hiring Managers Make...
- My secret EQRC method to answer candidate's objections fast... before they get cold feet and decide your company isn't right for them. (Page 66)
- How to conduct a Behavior-Based Interview by phone correctly... just flip to Page 56 to learn how!
- The #1 "trick of the trade" for getting references to talk candidly about your interviewee (Page 44)
- Need to interview a non-senior management position? No problem! Just turn to page 73 and follow the simplified interview process for non-senior management positions...
- And much more!
How Much Could You Spend To Get
Something Like The "Secrets To Hiring Success"?
By now I'm sure you're wondering how much this powerful system will cost. I'm going to reveal that information in just a moment but first I have something else I need to share.
There are countless interviewing and hiring ebooks, courses, books, and more on the internet. Some are fairly good. Others are nothing but steaming piles of doggie-doo that aren't worth the paper they are printed on.
Most of them talk about traditional interviewing techniques which obviously don't work well. If they did, then researchers like Professor John Hunter would not have discovered that the typical employment interview is only 57% effective in predicting future success!
Well, I didn't want to create another interviewing product that repeated the same outdated, ineffective techniques. Not a chance.
"... Quickly and Efficiently Select the Right Person For Key Positions."
“The recruiting system that you utilize has helped us avoid wasting time and money in a trial & error process of trying to select the best candidates. Your system allows us to quickly and efficiently select the right person for key positions.”
Mike Buttil, CFO |
Instead, I decided to share my own interviewing and hiring system — one that has taken me years to test and refine to it's current level of over 81% accuracy — and for some of my clients it's actually 90+% effective.
If you were to hire my services as a professional consultant, you could spend thousands of dollars to implement a company-wide interviewing and hiring system that is as complete as "Secrets To Hiring Success".
There's the main manual "Secret To Hiring Success" and the "Hiring Success Power Templates" which compose the complete home-study system.
So for a limited time, you can grab the "self-serve" version of my system for the Non-Member price of $185. You'll start replacing your ineffective interviewing and hiring system right away. You'll streamline and save time in all of your future interviews.
More importantly, you will...
Stop Wasting Time With Poor Candidates!
The "Secrets To Hiring Success" is designed to help an interviewer distinguish between acceptable puffery of the typical candidate and the unacceptable exaggeration (or outright deception) of the wrong candidate.
Let's face it: Employers need to have a complete — but still easy to use — interview process that will identify the best candidate for a position and have that candidate earn the right to receive an offer of employment.
Are You Ready To Make A Change For The Better?
If you are ready to start getting rid of traditional interviewing methods that produce high turnover rates of new employees — then grab your copy of "Secrets To Hiring Success" today.
The system has been designed to strategically capture vital information from a candidate in a logical fashion — all of which will guide your decision to hire the right person.
By using the "Secrets to Hiring Success" you will...
- Find and hire top candidates faster...
- Interview better qualified candidates...
- Save time by speaking only with the best candidates...
- Dramatically improve your skills at selecting the top performers...
- Improve your new hires' job performance from day one...
- Increase job satisfaction of new hires...
- Resolve candidate objections and concerns before the person decides your company isn't a good fit for them...
- Discover how to test an offer without having to formally make the offer...
- Save money by reducing turnover of employees who do not fit their positions...
- Improve your skills at drilling deep into a candidate’s accomplishments...
- Close more offers based on career advancement opportunities, rather than the position's salary...
- And Much More!
To Your Future Hiring Success,
Rich Lukesh
P.S. Tired of trying to figure out what's real and what's not on a candidate's resume? You're not alone. That's why more business professionals are turning to the "Secrets to Hiring Success" everyday because it's designed to help an interviewer distinguish between acceptable puffery of the typical candidate and the unacceptable exaggeration of the poor candidate.
P.P.S. In the July-August 1999 edition of the Harvard Business Review, an article titled “Hiring Without Firing” identified that 30% to 50% of all executive-level appointments end in firing or resignation. The truth of the matter is, it doesn't have to be this way!
Simply grab your copy of "Secrets To Hiring Success" and use the executive interviewing process tools to identify and hire the best candidate the first time around.
P.P.P.S. "Secrets to Hiring Success" has been purposely designed to present a manager with the exact data they need about candidates so that the manager can make an informed decision about the best person to hire. Stop guessing who might be a great hire and use the field-tested proven system for making great hires every time. Grab your copy now!