I recently expanded one of my core businesses which opened up an employment opportunity.  I used the following system to help me decide which ones to employ…

We ran an advert in the local press and also in various job agencies and employment centres.  We collected over 100 resumes and then removed the adverts.  Out of the 100 resumes we narrowed the list down to 50 of the best applicants.  We sent a standard letter to the unsuccessful applicants.

We then sent a Job Application to these 50 applicants and set a cut off period of five days for returning it.  (The application form was quite in-depth and most of the information required was already on the applicants resumes.)

Out of the 50 applicants only 30  returned the application form.  As for the 20 that didn’t return the form, we sent a letter advising them they were unsuccessful; if they cant be bothered completing this task then they are not motivated nor prepared to go the extra mile.  This is a great test which filters out all of the unmotivated people.

We then narrowed the search down to 10 of the best applicants based on their experiences and qualifications (I personally favor work experience over academic achievements) and also took into account the following criteria:

• Did they complete the application form in full, even if it meant they had to complete questions that provided information that was already on their resume.
• Did they return the application form on time.

We then asked for the 10 remaining applicants to attend an interview.  We sent a letter to the ones that weren’t successful.

Out of the 10 only 8 turned up.  We then obviously sent a letter to the 2 that never turned up  advising them why they were unsuccessful.

The 8 that did turn up we kept the initial interview informal and relaxed, but we asked a series of relevant questions.  We also asked the candidates if we could record some footage of the interviews for training purposes.

Upon watching the recordings back we used advanced body language techniques and FACS /Facial Expression principles (Facial Action Coding System (FACS).  This is a rigorous coding system used to analyze the movements of the human face.  Basically, as well as many other revealing signs we were also able to tell if the candidates told the truth to the questions asked.  (I will write about FACS in more detail in future posts).

Based on the above we then chose 3 out of the 8 to come back for a second interview.  But this time we asked if they would undertake some simple tasks relevant to the position on offer.  As for the unsuccessful candidates this time we telephoned the them to tell them why they were unsuccessful and backed it up in writing.

Finally we did the following quick checks on the remaining 3 applicants.

• We searched for the applicant on Google and looked at what websites came up.
• We searched for them on Facebook.  This is by far the best site to use for checking someone out.  You can see their true character in both written and photo formats.
• We entered their home address on Google maps and looked at their homes on Google Street View.
• We contacted the character references  provided by each applicant.

Based on the above system and checks we picked the best applicant we felt would be capable of doing the duties and who would fit into the dynamics of the office.

In today’s economy with so many highly skilled people out of work, it’s a fantastic time to grow your workforce with capable and experienced staff.  And by using the above system you will ensure you make the right choice.

One final point to make is to ensure you have a very water tight contract of employment and always insert a trial period clause of say one month.

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About Me... I'm an Internet Entreprenuer and Blogger. The founder of RatRaceWinner and co-founder of Zeavo and SiteGenPlus. I'm very keen on showing the average Joe and Jane how to make money online to escape the rat race and live life to the max. Discover how to gain access to over 50 hours of innovative tutorials and countless money making blue prints by visiting my Internet marketing membership site. You can also check me out on Twitter, Facebook, and Google +

Lawrence Sykes

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