The document outlines 10 common mistakes companies make when hiring personnel. It discusses the first mistake of having an unclear company strategy and long-term vision, which can cause good candidates to hesitate or be unattracted to a role. The document recommends formalizing a vision of the future, making challenges clear, and defining jobs by their purpose and added value to remedy this mistake.

1. Table of
Contents
Introduc-
tion
Mistake
#1
SPECIAL REPORT Mistake
HIRING
#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!

2. Table of
Contents
Disclaimer
This e-book is designed to provide information and education in personnel
selection and hiring. It is sold with the understanding that the publisher Introduc-
and the author are not engaged in rendering legal or accounting services. tion
The content of this e-book is solely based on the author’s professional
experience and observations, and does not necessarily always reflect
opinions or positions of any other quoted author(s).
Mistake
While the publisher and the author have used their best efforts in preparing #1
this workbook, they make no representation, claims or warranties with
respect to the accuracy or completeness of the content of this work. The
advices and strategies contained herein may not be fully suitable for your
situation. Neither the publisher nor the author shall be liable for any loss Mistake
of profit or any other commercial damages, including, but not limited to #2
special, incidental, consequential or other damages – resulting from the
study of this workbook.
If you do not wish to be bound by the above, you may return this e-book Mistake
to the publisher for a full refund – minus 10% for covering administrative #3
expenses.
----------------------------
Mistake
#4
Copyright © M2-TEC USA, INC. All rights reserved.
Mistake
Published by
M2-TEC PUBLISHING, #5
a division of M2-TEC USA, INC.
1988 Freedom Drive
Clearwater, FL 33755
info@m2-tec.com Mistake
#6
The No-Fail Hiring System is a trademark owned by M2-Tec USA, Inc.
No part of this e-book may be reproduced without the expressed permission of the copyright
owner in writing. The copyrighted material contained in this e-book can only be used for
personal use and application. No part of it can be used for commercial application without
Mistake
permission. No part of it can be reproduced, stored in a retrieval system, copied or transmitted #7
in any form or by any means, electronic, mechanical, photocopying, recording, scanning or
otherwise, except as permitted under section 107 or 108 of the 1976 United States Copyright
Act, without either the prior written permission of the publisher, or authorization through
payment of the appropriate per-copy fee to the copyrighter clearance center. Requests to the Mistake
Publisher for permission should be addressed to the legal department of M2-TEC USA, INC. #8
Mistake
#9
Mistake
#10
Conclu-
sion

3. Table of
Contents
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

4. Table of PURPOSE OF THIS E-BOOK
Contents
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

5. Table of
Contents
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

6. Table of
Contents  THE COMPANY’S LONG-TERM
THE DEADLY MISTAKE
STRATEGY IS UNCLEAR
Intro-
duction
Deadly Mistake #1
Mistake
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

7. Table of
Contents
Intro-

THE IMMUTABLE LAW
BE READY TO “SELL” THE FUTURE
duction
Mistake
#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...

8. Table of
Contents
 THE MARKETING APPROACH IS
THE DEADLY MISTAKE
Intro-
duction
INAPPROPRIATE
Mistake
#1
Deadly mistake #2
M02
Mistake 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

9. Table of
Contents
Intro-
 APPLY THE FUNDAMENTALS
OF MARKETING TO HIRING
REMEDY
duction
Mistake
#1
Immutable Law
R02
REMEDY Good candidates exist – if they don’t come to you they go to other
Mistake “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...

10. Table of
Contents
 THE JOB OPPORTUNITY IS “TOO
GOOD TO BE TRUE”
THE DEADLY MISTAKE
Intro-
duction
Mistake
#1
Deadly Mistake #3
M03
Just as an enthusiastic sales rep can exaggerate the benefits of his/her
Mistake 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 expect
Mistake 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

11. Table of
Contents
 SCARE YOUR CANDIDATES…
THE GOOD ONES WILL LIKE IT!
REMEDY
Intro-
duction
Mistake
#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...

12. Table of
Contents
 GUT FEELINGS LEAD
THE DEADLY MISTAKE
Intro-
duction
THE PRE-SELECTION
Mistake
#1
Deadly Mistake #4
M04
The “gut feeling” rule is too often used in the preselecting step of
Mistake 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

13. Table of
Contents
 FORMALIZE YOUR
PRE-SELECTION CRITERIA
REMEDY
Intro-
duction
Mistake
#1
Immutable Law
R04
If you are trying to fill a job for which no ideal profile has ever been
Mistake 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
#3
Mistake 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...

14. Table of
Contents
 FALLING IN THE
PERSONALITY TRAP
THE DEADLY MISTAKE
Intro-
duction
Mistake
#1
Mistake #5
M05
MISTAKE Is efficiency based on a candidate’s personality? This question confuses
Mistake 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 the
Mistake 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

15. Table of
Contents
 KNOW HOW TO
MEASURE WHAT IS
REMEDY
Intro-
duction
MOST IMPORTANT FIRST
Mistake
#1
Immutable Law
R05
Personality is second to potential. The only benefit to detecting a
Mistake 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 the
Mistake point regarding results
#4
• Find out about a candidate’s “lasting”
personality, not just his/her momentary
Application one
Mistake
#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...

16. Table of
Contents
 THE CANDIDATE CONTROLS
THE INTERVIEW
THE DEADLY MISTAKE
Intro-
duction
Mistake
#1
Mistake #6
M06
The employer, worried about the job opening and eager to “sell” the
Mistake 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 each
Mistake 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
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17. Table of
Contents
Intro-
 ASK THE RIGHT QUESTIONS
REMEDY
duction
Mistake
#1
Immutable Law
R06
Don’t waste your time, repeating the same message. Put all your
Mistake 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
Recommendations
Mistake • Avoid the “pretty talker” trap
#4
• Control the interview; do not let the
candidate talk too much
Mistake 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” trap
Mistake 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-
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No-Fail Hiring System...

18. Table of
Contents
 DANGEROUS “INVISIBLE” FACTORS
ARE NEGLECTED
THE DEADLY MISTAKE
Intro-
duction
Mistake
#1
Mistake #7
M07
MISTAKE Hiring is often based on what is seen and observed during the
Mistake
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 Certainty
Mistake 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
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