The document provides tips for conducting effective interviews and hiring quality candidates. It discusses preparing for interviews by developing behavioral-based questions focused on a candidate's drive, curiosity, and ethics. It also emphasizes becoming aware of personal biases and seeking contrary evidence. Conducting consistent interviews and making hiring decisions as a team can help companies identify top performers who exceed goals and improve morale. The impact of a bad hire includes increased costs and loss of good employees, while a great hire can increase productivity equivalent to multiple average performers.

1. Conducting the Perfect Interview John Younger, Founder and CEO, jyounger@accolo.com, 415.755.1202 Mark Grimshaw, Vice President, mgrimshaw@accolo.com, 415.755.1227 January 18, 2011

2. 2 Conducting The Perfect Interview How to prepare for an interview Constructing effective interview questions Becoming aware of your biases Conducting highly effective interviews Managing team interviewing Making the best hiring decisions

3. Impact of a Bad Hire Negative effect on customers Detractor for top performers Learning curve productivity loss Increased management time Termination/replacement costs 2.5 x salary Company failure 3 40% to 50% poor performers

4. Impact of a Great Hire Increased workload Exceed quotas / goals Exceed customer expectations Company morale Attractor for other great hires 4 1 top performer= 3 average performers

5. 5 Make Quality Hiring Repeatable Prepare Have an agenda Use behavioral-based process Be consistent and follow-up Use silence Get to underlying reasons

6. Let’s Pick One of Your Jobs 6 Your Job

7. Preparing for the Interview What’s the pain? What needs to get done by when? How will success be measured quantitatively? What are attributes of your top performers? Why would the right person want this job? 7 Start developing behavioral-based interview questions

8. 8 Managing the Interview Have rating system Develop effective interview questions Determine the candidates personal drivers Stay on track Who consistently identifies top performers?

9. Managing Interview Teams Divide up the areas of exploration 9 Personality & Cultural Fit Technical Skills Leadership & Management Ability

10. How to Identify Top Performers Drive Self motivated, loves winning, achieves goals Curiosity Love what they do, intensely curious about field Ethics Honesty, integrity, ability to do the right thing 10

11. Constructing Interviewing Questions “Describe a situation where you…?” “Give a specific example of when…?” “What has been your most difficult…?” “What was your most significant achievement…?” 11 Try to get to their drive, curiosity and ethics

12. Getting to the Data Interviewer Feel Think Analysis Data 12

13. World Getting to “I” 13 Candidate Company Department Team I Interviewer

14. 14 Walk through their History “How did you find out about the job?” “What initially attracted you to the job?” “Why did you leave?”

15. What Not to Ask - Legal Issues 15 Sex Age Marital Status Sexual Orientation Ethnicity/Race Veteran Status Disability Focus on the essential functions of the job

16. 16 Understand Your Personal Filters Work Experiences Family Influences Ethnocentrisms Stereotypes Temperament Education

17. Seek Contrary Evidence weak areas 17 Challenge your assumptions on: strong areas

18. Summary Prepare for an interview Construct effective interview questions Become aware of your biases Conduct highly effective and consistentinterviews 18

19. Suggested Reading Hire With Your Head by Lou Adler TopGrading by Bradford Smart, Ph.D. First, Break All the Rules by Marcus Buckingham The Great Game of Business by Jack Stack 19

20. About Accolo #1 On-demand RPO Provider HRO Today Magazine #1 Place to Work SF Chronicle RPO services launched #1 Fastest Growing Company SF Business Times Top Ten RPO Provider Research and Markets.com 2010 #1 On-demand RPO Provider HRO Today Magazine TopOn-demand RPO Provider HRO Today Magazine 2000 2002 2005 2006 2007 2008 2009 2010 #42 of Fastest Growing Companies Inc. 500 #1 Place to Work HR.com Accolo founded by CEO #1 RPO Provider HRO World

21. Process: Ensures Consistency and Repeatability Progressive Recruitment Campaign Review & Adjust Create Recruitment Plan Pre-Interview & Document Hire quality candidate Interview & Make Decisions Profile Job Core Process Applicant Decisioning Performance Reporting EEO Data Capture/Reporting 1 6 5 3 4 2 7 21

22. Accolo

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27. Accolo – Easy for HR and the Hiring Manager

28. Accolo – Easy for HR and the Hiring Manager

29. Accolo – Easy for HR and the Hiring Manager

30. Accolo – Easy for HR and the Hiring Manager

31. Accolo – World Class Reporting & Analysis

32. Questions? John Younger, President & CEO, jyounger@accolo.com, 415.755.1202 Mark Grimshaw, Vice President, mgrimshaw@accolo.com, 415.755.1227 32