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Advanced Interviewing - How to Eliminate Candidate Embellishment

60 Minutes
6 months
Webinar Id:
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Recorded Version

$195. One Participant

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


Are your managers making some of the most common problems that occur in typical interviews?

  • Hiring managers succumb to first impressions and lack objectivity in the interview process.
  • Candidates have multiple interviews, but in reality the same basic questions are asked over and over again.
  • The questions used by hiring managers are either so far off the mark in terms of being valuable in assessing candidates, they border on comedy, or they are canned questions that solicit meaningless canned answers from the candidate.
  • There is no common framework among the interviewing committee or group of hiring managers in assessing the candidate.
  • Your interviewers are asking the same questions they were asked when they were hired.
  • The person who interviews the best often gets hired, not the person best qualified for the position.
  • Most assessments of candidates are full of superficial statements, generalities, ambiguities, and platitudes that lack an understanding of whether the candidate can achieve the desired results.
If you answered YES to any of the above, then your managers should attend.

Why should you attend
: Have you ever interviewed a candidate that embellished or exaggerated? What percent of candidates embellish or exaggerate during the hiring process? If you answered like most you thought between 80 and 90%. Even if it is 50%, do the people in your company interview well enough to determine who is embellishing and when? If you answered, "No." Then anyone conducting interviews in your company should invest an hour of time to find out how to probe deeply enough to identify candidates that embellish.

Areas Covered in the Session: Following the steps covered in this program, you'll become a master interviewer - capable of quickly cutting through the fluff in an interview and getting to the truth every single time. You'll discover there is not a candidate on Earth who can make it up fast enough.

By implementing the techniques covered in this program you'll be able to ascertain if the candidate has either done the work and is telling the truth with incredible clarity and detail, or they will quickly self-implode in the seat in front of you. Never again, will you experience the common feeling of "You're Not the Person I Hired." The steps of Advanced Interviewing that will be covered in this program are:
  • Define success in specific outcomes, deliverables, expectations, and result.
  • How to use the 5 core questions as a framework for the interview. These questions will determine if the candidate can achieve your definition of success and do it with a set of behaviors and style that is consistent with your values and culture.
  • Begin to uncover the truth by asking for examples. Automatically asking for multiple examples will reinforce the truth about skills, behaviors, and prior accomplishments.
  • Apply our trademarked Magnifying Glass Approach to Interviewing as a way to probe deeply and peel back the layers of the onion for every example provided by the candidate.
  • With just four questions you can determine if this person is a fit for position. If they can't answer the first three questions you shouldn't hire them.
  • You will receive the 6 most important words for every interview. In order to probe deeply and get to the truth all you will have to is use these 6 words.
Using these techniques you will know at the end of every interview if the candidate was in the accident, standing on the corner watching the accident or caused the accident. Stop accepting poor interviewing and candidate embellishment. You can get to the truth with our 5 question interview and 6 simple words.

Who Will Benefit:
  • CEO
  • COO
  • CFO
  • VP Sales
  • HR
  • VP Level
  • Manager Level
  • supervisors

Brad Remillard, an executive recruiter with more than 30 years of experience, has conducted more than 10,000 interviews and been involved in more than 2,000 executive searches. In 2005 along with his partner of 25 years, Barry Deutsch, he co-founded the company IMPACT Hiring Solutions. This firm is dedicated to providing best practices hiring techniques to companies seeking to reduce turnover, improve the flow of qualified candidates, reducing hiring errors and eliminating candidate embellishment and exaggeration. IMPACT Hiring Solutions accomplishes this via retained executive search utilizing their trademarked, Success Factor Methodology, comprehensive in-house workshop and training programs and providing highly customized solutions per the company's needs. Previously he served as President of CJA Executive Search, which was recognized as one of the top search firms in Southern California. Brad has conducted nationwide searches for the Fortune 500 and entrepreneurial companies.

He has co-authored two books on hiring. Published in 2005 their best selling book, "You're NOT The Person I Hired; A CEO's Guide To Hiring Top Talent" currently has over 10,000 books in circulation. This book is the foundation for the corporate workshops and speaking engagements that helps companies develop an effective hiring process. In 2009 his second book was published, "This Is NOT The Position I Accepted: Executive Recruiters Reveal The Inside Secrets To Reducing Your Time In Search."

Brad is a top rated speaker on hiring for the CEO and Key Executive community with Vistage International. He has spoken to over 170 Vistage CEO and Key Executive groups all over the country. In addition, he speaks regularly at corporate functions, trade association, alumni groups such as the Harvard Business School, and other national associations including, Association for Corporate Growth (ACG), National Human Resources Association (NHRA), Personnel and Industrial Relations Association (PIRA), and The American Association of Senior Executives (AASE).

He has helped over 5000 CEOs and key executives improve how they hire.

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