Welcome to Mandir Tools. Today's cast, Multiple Interviews, Chapter 1, Part 2. Here we go. So, Mark. So Mark, last week we established that one interviewing is the most important

activity of effective managers, right? I wonder if anybody ever thinks that we've been doing this for five years now

and we've ever missed and said something else was more important or was most, right?

I can't imagine we've known this for a long time.

So I, we may have said this is the most effective tool.

This is the, our favorite tool,

but in terms of managerial behavior,

I don't think we, yeah, we've not ever made this trade if we have

someone pointed out to us and we'll say we're sorry because if we said it we were

absolutely wrong interviewing is it folks the quality of people is the most valuable

organizational discriminator there is and the quality of people is based upon

raw material what you interview what you bring in plus development and this this series here is about giving you

the best possible raw material you can and we we already talked about last time the idea of well I'll just get

mediocre raw material and then I'll develop them into great people is

stupid yeah not to put too final point on it. Yeah, let's do a lot of training,

but you know, let's train our people, let's do it,

let's do everything about us gonna train them,

but let's put them on a hundred yard dash

and we'll start them off

for the 10-pound weight attached their legs, right?

Yeah. If you're not recruiting the best possible

talent you can and anyone can do it, even if you don't think your workplace is terribly

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