How to Hire The Right Talent

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Hiring the wrong employee could cost the organisation dearly in terms of time, productivity loss, and opportunity costs, just to name a few. What most employers fail to realise is the enormous opportunity cost bad hires can potentially cause. The amount of time, resources, and money expended mitigating the fallout and negative impact of a bad hire could have been invested in other areas of the business to generate much needed returns and profits.

With the tanking global economy and shrinking revenues and budgets, hiring the right people becomes even more critical for organisations. It is imperative that those you hire into your organisation are able to cope with the additional workload, adapt to constantly changing and unpredictable environments, and be agile enough to handle unfamiliar and new challenges.

Most of us know the WHATs and the WHYs of hiring right. However most of us fall short when it comes to the HOWs. 

  • How do you know if a candidate is the right one for you?
  • How can you ensure the candidate actually possesses all the competencies you are looking for? 
  • How do you craft effective interview questions so that you are able to find out more about your candidate? 
  • How do you ask effective follow-up questions so that you dig deep into the candidate’s given answers? 
  • How do you tell if a candidate is lying to you?

The Right Talent is precisely written for recruiters who are determined to weed out bad hires through effective hiring. Based on the CAAP® High Performance Model, the book addresses common mistakes and difficulties faced by interviewers and help them understand the interview process, prepare for the interview, and craft the ultimate interview questions using the Agility-Focused Interviewing Approach™.

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“Hiring someone, whether it is for a junior or senior position has always felt like a gamble. Some of the best hires I have come across hinged heavily on the hiring managers’ seemingly well-honed instincts. Their ability to read a person correctly and ‘listen to their gut’ is not as spontaneous or as random as they appear. It comes from years of experience in interacting with people and knowing what to look out for. Steven Lock’s Agility-Focused Interviewing Approach™, empiricalises the interviewing process, making it possible for one to fast-track through the learning curve and achieve competence in the hiring process.”

Shirley Go
Global Marketing Manager, Cytec Industries

“A company is only as good as its people. For a start, you need to hire the best people. Steven Lock captured the essence of what is required to accomplish that. When I was a new manager, I used to follow my instincts when I was interviewing and hiring. As you may have guessed, the quality of people I hired was inconsistent. Over the years, I have learnt from my experiences and developed some tactics for successful hiring. Steven’s book reinforced these best practices and elevated my knowledge in this area to the next level. It is truly enlightening. He has converted hiring from an art to a science. He maps out the process in easy-to-follow steps to achieve the results you aspire. This book is a must-read for new managers and those who are serious in building the best teams for their company.”

Bernadette Ho
Regional Services Sales Director, Agilent Technologies

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February 23, 2016

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