This is no way to run an interview.  If you are falling into some of these traps, then consider adding some or all of the steps below to reduce hiring mistakes:

1. Determine an A-Player Profile. In my new book How to Hire A-Players, I ask the question: would you know an A-player if you met one? How so? What would tell you that an individual you currently employee or that someone you are interviewing is an A-player? I know this sounds obvious, but you would be surprised at the lack of clarity within companies about the profile of an ideal candidate. If you don’t know exactly who you are looking for, you and your team will be slow to agree upon and actively pursue the right people.

2. Look for overall patterns of accomplishment. The best way to reduce hiring mistakes in an interview is to get a very clear picture of someone’s overall pattern of accomplishments in their life and career. Then, compare that pattern to your A-Player Profile for the role. Unlike mutual funds, with people past performance is the best indicator of future results.

3. Ask initial screening questions to weed out unqualified people. For example, some roles require that applicants have certain software expertise or industry experience. If you can’t determine this from the resume, ask about these abilities early in a phone screen. If someone does not meet these minimum criteria, they are eliminated and the phone interview is over.

4. Starting with their most recent role, confirm their dates of employment, including both the month and the year. People often fudge these dates – you want to verify them.

5. For each role, ask questions specifically designed to dig into their accomplishments. The best overall question to ask is: Please tell me briefly about the top accomplishments for which you were personally responsible while employed in this role?

6. Ask follow-up questions that keep the candidate talking. These questions include: How did you do that? Why so? Please tell me how you made that happen? What were the most important steps you took to make that happen? Such open-ended questions dig beneath a candidate’s initial, pre-planned answers and programmed responses to find out what he or she really did.

7. Take verbatim notes: I have found that jotting down the word-for-word responses that people provide during interviews is helpful. When you go back and look at your notes, those verbatim quotes will help you to recall the person’s strengths and weaknesses.

8. Score each candidate: Create a scorecard for yourself using the A-Player Profile that you created. Give candidate’s a score for each key area in the profile as well as an overall score. This helps you to objectively compare and contrast the strengths and weaknesses of all the people you interview.

In the end, it is your job as an interviewer to gain a complete picture of the accomplishments, failures, strengths and weaknesses of each person you interview.  Then, you compare that picture to your A-player profile for the job.  By taking this approach, you uncover more about job candidates than your typical interview and determine the person who best fits the role. The end result will be fewer hiring mistakes and more A-players hired.

Eric Herrenkohl is the author of How to Hire A-Players www.howtohireaplayers.com , being published by John Wiley & Sons April 12, 2010.

Peter Drucker wrote a classic article for the Harvard Business Review called Managing Oneself.  In this Performance Principles, I relate how Dwight Eisenhower failed to manage himself effectively and went from being known as a brilliant person in press conferences to being a klutz.

The Payoff – we have to know ourselves and manage ourselves in order to be effective.  As Nathaniel Branden, who has written about 20 books on self esteem, has said – no one is coming to help us.  We have to take responsibility for managing ourselves if we expect to be successful.

People who get ahead take 100% responsibility for their own lives and careers.  This does not mean that you can win by yourself.  No man (or woman) is an island.  However, each one of us has to grow up and realize that life is difficult.  Business is filled with problems.  The people who get ahead think ahead, manage themselves well, play to their own strengths and (critically) manage their own weaknesses.

Darren Hicks, CEO of Hicks Consulting, has written a great article for the EO Magazine Octane on how he learned the power of candor as a Navy SEAL and has worked hard to apply it to his business. Good stuff to read, internalize, share, and implement. http://bit.ly/navysealscandor

One of the things I respect about Kevin is that he lives his message – he is a terrific promoter and he knows how to create a big splash and build a brand. Kevin is dead set on getting his book on the New York Times Bestseller list. For proof, check out his video: www.AwesomeRoar.com

This is a challenge to all of us when it comes to building our brand and helping people to connect with the value we provide.

The A-player janitor: As Auren points out, you don’t need a Harvard MBA to qualify as an A-player, and every role in your organization can be filled with a superior performer. So, I would ask you: what is the A-player profile for a janitor? If you were going to hire a truly superior person to fill that role,what results would demonstrate superior performance and A-player status?

Relentlessly resourceful: A-players in general know how to get things done. They don’t settle for results that are easily obtainable with current resources. They leverage what they have and find new ways to achieve results that go beyond what most other people are achieving.

Getting back to people: I think this is a great point – many highly effective people are incredible at following up and following through. They “close the loop” with people. They write a note to say thank you. They get back to others quickly. I wonder if this is not in part driven by the fact that very successful people often recognize that it is relationships and relational capital as much more than technical expertise that creates success.

More good points in this article, worth your time to take a look.

I recently talked to the president of a marketing business who told me that he wants to double the number of “homerun hitters” that he has in his organization. He wants people who can anticipate problems, see opportunities, and create solutions that serve customers. Another way of saying this is that the most valuable people in his business are those who know how to create solutions for customers and who can lead other employees to be a part of that process.

If you want to increase the number of strong leaders and performers in your company, here are two points to consider:

Every position has a combination of technical skills and behavioral skills required to qualify as an A-Player. What is the A-Player profile for key roles in your company? Don’t assume that people “will know an A-Player when they meet one.” They won’t. Or, worse, every person involved in the hiring process will have a different picture of what it means to be an A-player. Get everyone on the same page regarding this A-Player Profile so you can put on a big push to find and hire the best people.

In addition, not all employees are created equally. You should be investing your time with the A-players you already employ. Keep track of how much time you spend with your A players versus your problem children employees. Don’t spend too much time trying to solve problems for your average to poor performers while neglecting your best people. Your best employees don’t need their hands held. They do need you to provide them with the training and resources necessary to be successful. When you spend your time putting out fires for weaker performers, you do exactly that – spend your time. The only return you get is a resolved problem that should have been taken care of by someone else. However, when you invest your time with A-players, you give your best people the time and attention they need to do their jobs better. They take on even more responsibility and you fulfill one of your priorities – building an organization that has greater capacity to create value for customers and generate strong financial results in the process.

While prioritization is not exactly a new idea, I have a challenge for you. Before the end of the day today, figure out the single most important thing you must complete tomorrow. Tomorrow, first thing, work on that number one priority and don’t stop until it is complete.

I have found that if I take this approach, I will not get everything done (because that is impossible), but I will end each day with the confidence and peace that I have completed (or at least made progress on) the most important things on my agenda. I have a hunger to bring important things to completion, “move the ball forward,” make meaningful progress, and control my work rather than allow it to control me. If prioritizing and then executing on my priorities can help me to get there, I am all for it.

The New York Times ran an article about a year ago where this dynamic was discussed. People move from Google to Facebook and from Facebook to the “next big thing” because they want to hit it big financially, but also because the vibrant, flexible company they joined has become so huge that they can’t have (or at least don’t think they can have) the impact they once did.

What’s the implication for your business? You have to both be and perceived to be a place where great people can make their mark. A-players don’t want to hide behind bureaucracy. They want direct access to people who can “green light” their projects. They want to be included in your inner circle. They want freedom to try new things.

The time to think about assembling your dream team is now, before the economy heats up. Who are the handful of individuals you want to attract and hire to your business? How can you provide them with the environment they want to give them the money they need and the chance to make a big IMPACT?

See “Another Difficulty for a Microsoft-Yahoo Marriage: Recruiting,” Published: February 4, 2008

http://www.nytimes.com/2008/02/04/technology/04talent.html

This retention rate would be impressive in any business, but the average turnover rate for “limited service restaurants” is 51%. In other words, a similar franchise owner is losing 50 employees every year while Dave Melton loses 1 or 2. How did he do it? Here are some points that I pulled out of this article that are relevant to any business when it comes to finding, hiring, leading, and keeping A-players.

He knows his A-player profile. In my upcoming book How to Hire A-Players, I talk about the importance of understanding the A-player profile for key roles in your business. You can tell Dave Melton understands his A-player profile. He says in this article that he looks for people who “can work quickly and have nice personalities.” My guess is that there are few other things he looks for as well, but don’t dismiss this basic profile. A lot of people have bubbly personalities but can’t get things done. Some people can get things done but are surly. He is looking for the combination.

Focuses on creating a great customer experience. Melton lists the bad behaviors that got some of his early, bad hires fired. They include “arguing with customers, refusing to wear uniforms in the correct way, visiting friends en route to delivering pizza, and failing to show up for work. What do all of these have in common? They all create a bad experience for customers. Let’s face it, the average retail experience in the United States is not impressive. If you can put a staff together that creates a good customer experience (much less an exceptional one), that is going to show up in your customer retention. It’s pretty easy to connect the dots between an exceptional retail staff and customer retention.

Creates an Internal Talent Incubator. You wouldn’t think that a Domino’s Pizza franchise could be a talent incubator, but read this article and you realize that Melton has accomplished it. He starts all his employees as hourly workers who make minimum wage + tips delivering pizzas by bicycle. But they can end up as Store Managers making $70,000 annually.

Shows People a Career Path. Again, you don’t associate the concept of Career Path with working at a place like Domino’s, but Melton realizes that you don’t have to send someone to Wharton to provide them with a career path. Melton and his wife Angie (who helps to run the franchise) encouraged one of their employees to take a New York City food safety certification course to “enhance her credentials.” The employee’s initial reaction? “I was a little skeptical. I don’t like tests. But I took it and I passed. I did well. I got a raise and I got a bonus for passing the test.” (She also got promoted to assistant manager).

Promotes Internally. Melton promotes from within when he has a job opening. When a company can promote good people from its ranks into leadership roles, you know they are doing a great job of hiring the right people, developing them, and keeping them around.

Taps into undervalued pools of talent. The article quotes Zia Shah, 35, a native of Pakistan with a degree in business who came to New York at age 26 looking for more opportunity. He started delivering pizzas for Mr. Melton’s Domino’s franchise and today is a manager of one of his 5 stores. Here is a very sharp, educated guy who was “overeducated” for his initial role but hung on because of the opportunity that was ahead of him. I am sure he was a lot hungrier for opportunity than many of his 26-year-old American peers. Sometimes finding and hiring A-players is like being a value investor in stocks. You have to find people who have been undervalued by the market and give them a chance.

Gets entry-level hires from employee referrals. Today, this Domino’s franchise gets most of its employees from employee referrals. I make the point in How to Hire A-Players that recruiting is just marketing and sales in different garb. We all know that positive word-of-mouth is critical in marketing and sales. The same thing is true in creating a team of A-players. If you hire great people and give them opportunities to succeed and win, they are going to tell their friends! Your job is to get your employees engaged in this A-Player mindset.

Grew his business organically. Melton grew his business from 3 stores to 5 in part because he already had groomed the talent to do so. Show me your business plan for growth over the next 3-5 years, and I will ask you if you are developing the talent today to fuel that growth.

You can find the New York Times article For a Franchise, Success is in the Hiring here:

http://www.nytimes.com/2008/01/06/jobs/06homefront.html?ex=1357275600&en=ce3f2f59f1063b24&ei=5088&partner=rssnyt&emc=rss