Ever Interviewed Someone who Was
Smoooooooooooooth
as Silk in the
Interview,
but
Wasn't worth SQUAT After You Hired Him?
If you have,
I've got good news and bad news for you . . .
THE BAD NEWS
It happens to
every manager.
Heck, h iring would be
easy if it weren't for two facts:
1. It's so darn hard to find people who want to work
2. It's even harder to find out what a job applicant is REALLY
like in the
interview, because people
lie
THE GOOD NEWS
I'm going to show you:
A. Where
to find the best people (no matter how much or
how little you pay), and
B.
How to NEVER get fooled again by
another lying job applicant
in “How to Find Good Employees”.
“Since attending this seminar, I've changed my
whole approach to hiring & firing. In my office
hangs one of Glenn's quotes: 'Don't marry someone
you intend to change, or hire people you intend to
fix'.”
Finis Kelso
Owner
Taco Bell of West Plains, MO
Enough
Already!
Stop Letting Liars
Fool You
I'll show you how to never get fooled again, with advanced techniques such as:
"The Secret" that the president of Southwest Airlines
personally shared with me about where they find such high quality people
(and why they have such low turnover)
H ow
to match the right generation to
the job .
How to read between the lines of a job application and
identify red flags can cause BIG problems down the
road.
Even if you
have no racial, gender, age or religious prejudices, you DO have
biases that influence your decisions subconsciously. Things like
a weak handshake or too much perfume.
I'll give you a simple
but extremely effective way to prevent that
The single most important
detail in a resume you can’t afford to miss – and what 90%
of employers miss it anyway
Why I’d never hire myself
– and why you shouldn’t
hire anyone who shares a specific employment history characteristic
with Glenn Shepard
Why giving an applicant
a pay increase can be
even worse than a pay cut - and what to do about it
Screen Out the
“ Bad
Apples ”
Think of the
interview process as a safety net for your organization.
In the end,
it’s all that stands between you and the kind of employee who can
bring a world of pain to your workplace.
To make
things even more complicated, consider this.
Studies show that
50 - 90% of people lie on
job applications or at the very least, leave things out.
Which means the
interview is your last, best chance to protect your organization’s
goals – and your reputation.
That's why I'll teach you:
A 5-minute
“homework assignment” GUARANTEED to reveal whether a job applicant has what it takes to
do the job.
Why asking
the usual interview questions is a waste of time – and what to ask
if you want information you can really use .
The answer
that sounds like robust self confidence but is actually a huge red
flag – and why the folks who give it include some of the most
dangerous people you’ll ever meet.
The
interrogation tactic police detectives use to get the truth out of
suspects – and how to put it to work so subtly that your prospect
has no idea that you’re setting a highly effective trap.
How turning
the tables on your prospective employee can get you some very
important information – and exactly when and how to do it.
How to put
science and technology to work to screen out those few who get past
your defenses – and a special BONUS OFFER that can give you an
opportunity to try one of these cutting edge modalities without
spending a dime.
A final test
that lets you see in living color whether people are really as good
they seem – and how this proven strategy harnesses human nature to
give you a look straight into your prospect’s personality.
Create an Instant
Tidal Wave of Job Applicants Flooding Through Your Doors
Al l of this is
useless unless you can get people to come in to interview.
Even with unemployment rates in double digits, I
am AMAZED at how hard it STILL is to find people who want to work.
I spoke at the University of Pittsburgh on
Tuesday. An attendee who works for a small newspaper in Bradford,
Pennsylvania, told me she had to recruit a press operator all the
way from Anchorage, Alaska.
That's why I'm also going to show you:
The single best time to look for an employee
A
recruiting tactic so powerful it spawned an entire industry –
and how the people in that industry
find the very best job
applicants day after day .
The
one benefit potential employees treasure even more than
money – and how a few “magic words” can
generate an absolute flood of job applications.
Why
Microsoft throws parties for a rather unexpected group of
potential employees – and how the thinking behind these parties
can help you land people with exactly the mix of talent and
experience you’re looking for.
The
clever strategy that can turn the employee of your choice into a
stealth weapon designed to identify great potential employees.
(Some people call it sneaky, but I call it honest competition. )
How to Attract REAL Talent
While we’re on the subject of competition,
understand that you’re in competition with every
organization around you for the handful
of truly great employees.
So you need to give people a good reason to want
to work for you.
A s anyone in advertising will tell you,
it isn’t the steak that sells– it’s the sizzle.
So I'll show you easy, simple, low-cost or no-cost
ways to
create LOTS of sizzle, and make
people want to work for you.
For example, I’ll show you:
How a 2" by 3½" piece of white
card stock can
turn
ordinary employees into recruiting machines
How a 6" by 2¾" piece of green
paper will have job applicants beating down your door
even if you don't pay a
lot of money
What a kid and a box of Cracker Jacks can
teach you about attracting top notch new hires – and why this
“dumb as a box of rocks” strategy still works after over 100
years.
The crazy thing a Nashville plumber did to
appeal to plumbers' wives (hint, hint, hint) when he discovered
even a $4,000 signing bonus wasn’t getting him the qualified
help he needed. And how this off-the-wall strategy got an
absolute army of plumbers into his office to fill out job
applications -- without busting his budget.
Why THIS Program?
the
skills and strategies you need to get it right – including
everything I’ve mentioned, PLUS other key insights like why it’s OK
to ask for references but not to give them, and why what I call the
“IT” factor turns out to be a better predictor of success than
advanced degrees or even years of experience.
But where? And from whom?"How to Find
Good Employees".
GUARANTEE:
If you aren’t completely satisfied
þ
YES, Glenn! I'm flat out sick of feeling like the only people who
answer my Help Wanted ads are the left-overs no one else would hire. I'm ready to learn
the skills and strategies to get it right. I understand that
my satisfaction is
100% guaranteed or my money back.
(click on the blue button to order
now)
Please Call Rebecca at 1-800-538-4595 if you prefer to be
invoiced.
To Your Success,
P.S.
No question, hiring is the riskiest part of
your job. Get it right and you become a superstar. Get it wrong and
you could find yourself in the unemployment line right behind the
bad apple you hired. You simply can’t afford mistakes .
P.P.S.
As important as making good hires is in ordinary times, it’s even
MORE important now when every salary needs to be EARNED and every
employee needs to pull his or her weight.
