spend too little time preparing for interviews with perspective employees. He went on to At a recent industry meeting, one of the speakers focused on Human Resource Issues. One area of particular interest to everyone there had to do with Hiring. Virtually everyone in attendance had made a bad hiring decision at one time or another and fully knew the high cost of a bad hire. The speaker advised that it had been his experience that most executives spend too little time preparing for interviews with perspective employees. He went on to ea of particular interest to everyone there had to do with Hiring. Virtually everyone in attendance had made a bad hiring decision at one time or another and fully knew the high cost of a bad hire. The speaker advised that it had been his experience that most executives spend too little time preparing for interviews with perspective employees. He went on to ttendance had made a bad hiring decision at one time or another and fully knew the high cost of a bad hire. The speaker advised that it had been his experience that most executives spend too little time preparing for interviews with perspective employees. He went on to st of a bad hire. The speaker advised that it had been his experience that most executives spend too little time preparing for interviews with perspective employees. He went on to spend too little time preparing for interviews with perspective employees. He went on to say that most executives utilize the same questions for every interview, regardless of the position. He believes that the above practices in part explain the poor hiring results.

In the past, I would have agreed with the speaker, but over the years, I have learned a couple of techniques that have helped me improve my results. Hopefully, you will find t