Welcome to Manager Tools. Today's topic, ending a bad interview. Part one. Here we go. This is one of the things that managers find so incredibly difficult and it doesn't need to be

but right people find it hard so we do plenty of work to screen

candidates but yet there are still times when candidates fail to meet our

standards and look at if you said yes to everyone, you wouldn't be a good interviewer, right?

We said many times the purpose of interviewing is to say no, is to find reasons to say no.

So you can't say yes every time. And be clear though here there is no way to be so good at screening

That the interview is just a formality. Do you think there managers out there that think that I think so?

Ah, right. Ah, yeah, I definitely think so. I think people think that some screen has been done by HR and there's been a phone screen and

so I like this guy 20 minutes into the interview you know why work any

harder than this I'll hire yeah yeah so you know we could be 90% through it

we could be 50% through the interview and we just know the person failed.

Right. I'm not pretty sure about but we know that this is someone who is not

going to get hired.

Yeah, we've decided we're not going to hire them.

Yeah.

Do we go through the rest of the interview and be polite which is what a lot of managers do?

Um, what do we do?

No, no, no, no, no.

This is manager tools.

We answer those kind of questions.

Here we go.

The first thing is, stop interviewing,

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