The TKO Interview: Five Ways to Fire Before You Hire… and Find the Right Person for the Job

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Hasty hiring brings eventual firing. These wise words should be the mantra for every organization hiring from today’s overcrowded job market. Especially if your company’s current hiring process consists of putting out a job posting, sifting through résumés, and hiring the first person who doesn’t throw up a major red flag during an interview, it’s time to consider a renewed approach. One that will save you time and money and help you hire the best of the best.

Making poor hiring decisions will cost both your company coffers and your company culture dearly. It’s much better to be temporarily short-staffed than to lower your standards. Learn to use the interview process to knock out the candidates who aren’t the right fit for you, and you’ll end up with a new team member who will be an asset to your brand, your morale, your momentum, and your productivity for a long time to come.

The purpose of a knockout interview is to eliminate candidates from consideration using smart, rigorous, values-shaped standards, and to do it without wasting time. Knockout interviews help upgrade hiring from an inclusive process to an elimination process, thus saving your most valuable resource – time. To that end, knockout interviews are invaluable.

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About the Author

Dave Anderson, author of How to Lead by THE BOOK: Proverbs, Parables, and Principles to Tackle Your Toughest Business Challenges, is president of Learn to Lead, and has given over 1,000 leadership presentations in thirteen countries. He is also the author of How to Run Your Business by THE BOOK: A Biblical Blueprint to Bless Your Business; If You Don’t Make Waves, You’ll Drown; Up Your Business!; How to Deal with Difficult Customers; and the TKO business series. He and his wife, Rhonda, are cofounders of The Matthew 25:35 Foundation, which helps feed, educate, and house under-resourced people throughout the world. To read Dave complete biography, click here.

Talent Management Best Practice 1 – Ensure Employability

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Decades ago, an individual typically had the opportunity to work for their entire career within one company. Times have changed. Process automation and streamlining as a form of cost reduction has driven corporate rightsizing; eliminating the lifelong job security of times past and heightening employment risk. Combined with evolving employee tastes and a need to increase productivity, talent development takes on new importance.

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Additional Information

StrategyDriven recommends a number of programs and resources to help further develop executives, managers, and employees. These are included in our:

  • Practices for Professionals: tried and true actions that enhance personal performance effectiveness and efficiency
  • Tools for Professionals: products and services that help professionals become more organized, connected, and efficient
  • Recommended Resources: print, audio, video, webcast, and seminar resources that have significantly contributed to the successful business planning and execution activities of StrategyDriven Contributors and for which we believe the benefits outweigh the required time and financial investment

Recruitment Strategy

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Many companies do not understand how to approach developing a recruitment strategy. The Human Resource Department is pulled in many directions and formal recruitment strategy development can be pushed back until it’s too late. Then the decision is made to ‘do the same thing we did last year.’ This is a very costly way of recruiting because recruitment is a very fluid dynamic.

In addition to cost, why is developing an effective recruiting strategy important?

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About the Author

Bill Humbert is an expert Recruitment Consultant with 30 years’ experience in the field. In his consulting business www.RecruiterGuy.com he focuses on one company at a time and charges a flat monthly fee for recruitment process improvement, recruitment marketing improvement, interview training, and recruitment. RecruiterGuy’s Guide to Finding a Job is his book that helps job seekers learn how to better understand the sales process known as a job search – and to be more effective than their competition. To read Bill Humbert’s complete biography, click here.

Recommended Resource – Reviving Work Ethic

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Reviving Work Ethic: A Leader’s Guide to Ending Entitlement and Restoring Pride in the Emerging Workforce
by Eric Chester

About the Reference

Reviving Work Ethic by Eric Chester provides actionable methods organization leaders can employ to instill within their young workers the strong work ethic foundational to America’s market success. He begins by categorizing young workers on a cognizance and compliance scale; later revealing what leaders must do to imbue workers within each quadrant with a strong work ethic. Eric clearly defines this target ethic as being comprised of a positive attitude, reliability, professionalism, initiative, respect, integrity, and gratitude. He closes by highlighting the value proposition of a workforce characterize by a strong work ethic.

Benefits of Using this Reference

StrategyDriven Contributors like Reviving Work Ethic because of the actionable insights provided to imbue workers with a strong work ethic. Unique to this writing is the cognizance and compliance matrix that provides an excellent starting point from which leaders can specifically tailor their actions to individual employees. We further appreciate Eric’s deliberate definition and influencing actions associated with each aspect of work ethic. His attention to defining work ethic, employee conversation starters, action tips, and work ethic value proposition tables, contribute to the completeness of this book and make it ideal for new and experience leaders alike.

If we had one criticism of Reviving Work Ethic it would be Eric’s singular focus on new workers. StrategyDriven Contributors believe to varying degrees and for differing reasons workers of all ages and experience levels have a sense of entitlement. Furthermore, we believe workers from all generations can be found in each quadrant of Eric’s cognizance-compliance matrix. Thus, while we agree younger workers may be more easily influenced, we feel it is a leader’s responsibility to attempt to instill a strong work ethic within all workers and to take appropriate action to hold those accountable who do not demonstrate these desirable characteristics.

A strong work ethic is critical to individual and organizational success. Leaders must act to imbue their subordinates with these admirable characteristics. Because of its clarity and immediately actionable methods to instill a strong work ethic within workers, Reviving Work Ethic is a StrategyDriven recommended read.

StrategyDriven Podcast Special Edition 9 – An Interview with Steve Kerr, author of Reward Systems

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StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag posts on the StrategyDriven website.

Special Edition 9 – An Interview with Steve Kerr, author of Reward Systems examines how properly conceived and implemented reward systems create organizational alignment and increase execution efficiency and effectiveness. During our discussion, Steve Kerr, author of Reward Systems: Does Yours Measure Up? and Senior Advisor at Goldman Sachs, shares with us his insights regarding:

  • components of an effective reward system and how they help create organizational alignment
  • a three phase process for creating a reward system aligned with an organization’s strategic goals
  • how to introduce employees to a new or changing reward system
  • balancing performance, tenure, and attendance during reward determination
  • warning signs that an organization’s reward system is less than effective

Additional Information

Steve’s book, Reward Systems, can be purchased by clicking here.

About the Author

Steve Kerr, author of Reward Systems, is Senior Advisor at Goldman Sachs, where as Chief Learning Officer he created Pine Street, the firm’s distinctive leadership development organization. Prior to joining Goldman Sachs, Steve was the Chief Learning Officer at General Electric, where he led and expanded that organization’s world renowned Crotonville learning center. He has also served on the business school faculties at Ohio State University, the University of Michigan, and the University of Southern California. To read Steve’s full biography, click here.

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