Personnel Selection: What Should Your Interview Evaluate First?

Oct 11, 2016


In a recent interview for the Law Office Administrator™, I was stating the vital importance of the “Achievement Mindset” in your selection criteria. It is indeed a crucial step to be able to determine how a candidate defines good performance. Before anything else you want to put all your attention on this primary selection criterion.

The successful hire is one with a mindset of achievement and results. There is a huge difference between achieving something and doing something. People are either more result-oriented or more action-oriented. And that makes the whole difference. You do not hire people to do things but to accomplish a specific result on a specific job.

One of the first questions to ask: “Tell me about some great achievement or results you have accomplished in a previous job (or in the past) that you are proud of.” Suppose the answer is: “I’ve been a customer service manager for the past four years and I’ve done a good job – my boss will attest to that! I have the right experience and I can handle problems.”

That does not answer the question. It merely tells you that this candidate was following a job description and maintaining some status but that does not tell you that this person is result-oriented. It is achievement that makes the difference. Where is it in this answer? Nowhere! Yet many recruiters will be happy with this kind of response.

What do you want to do then? You want to challenge such answer; you want more data, by asking for example: “Thank you; you did not give me a clear picture of actual achievements. So please can you give some factual example of something you have achieve that you could be proud of?

Here is the trick: if a candidate does not answer your question, it is because he/she does not understand the nature of the question. Please who are not result-oriented will not answer that question; they will hesitate, fumble, give another, irrelevant answer or try to avoid the question.

On the other hand, if the interviewed person cites a notable achievement, don’t accept it at face value. Find out the truth about it. With so many people fighting for employment, it is not unknown for a job seeker to take credit for something somebody else did.


Develop the most effective hiring process for your business with the No-Fail Hiring System. Depending on your needs for personnel selection, you can either received the No-Fail Hiring System KIT, a self-study manual which provide all the needed technical and legal documents to help you master your full hiring process. Or you can receive our No-Fail Hiring Training Workshop Program, which guarantees you to become top recruiter.

Ask us any question – click here.


So keep challenging: “Tell me how you did that. Was anybody else involved?” Anybody who actually did the work will know the full details and what the outcome was; anybody who did not really do the work will have blank spots.

You should even go further: “If I talk to your boss about it, what will that person say? Then sit back and watch the reaction. Does the candidate squirm? Look away? Get nervous? Try to avoid the question? Does he/she backtrack or make adjustments to the story? If so, there is a good chance the story was trenched or is even a lie.

Don’t get put off. If the answer is: “My manager does not know that I am talking to you,” keep challenging with “We would like to talk with your manager at some point before giving you a job offer, as this is a company hiring policy. Do you have any objection to that?”

Anybody who’s fabricating the story will get defensive (or even aggressive); and the more defensive, the greater the fabrication. It’s not even unknown for a candidate to come back with “I don’t know why you are so pushy about this” and leave the room.

And that is what you want – let them run away before they give you trouble!

Best success,

Patrick Valtin,
Author of No-Fail Hiring

Having trouble finding qualified candidates?

We have helped many businesses grow and expand by finding and recruiting top applicants for them. Our No Fail Hiring system allows us to find, attract and get a top office manager to apply to your job. Using this system, applicants WANT to work with you and only the qualified ones get chosen.

The only way you will be able to succeed in booming your business, getting more new clients and helping others will be to find and keep top employees, dedicated in helping YOU reach those goals.

Our team of Hiring Consultants will promote your job all across the web, screen applicants as they come in, deliver phone interviews, run background checks, deliver hiring assessments and be in touch with you the whole time.

Once the qualified candidates go through this whole process, we send them to you for the 1st interview. Basically, we are your own hiring department WITHOUT THE BIG HIRING FEES!

Fill out the form below and a Hiring Consultant will be in touch right away!

Hiring - We act as your own hiring department and find you qualified candidates

Subscribe To Our Newsletter

Join our mailing list to receive free Hiring/Recruitment/HR Tips right in your inbox! - Don't worry, we will NEVER spam you.

You have Successfully Subscribed!