Welcome to Manager Tools.

This is Sarah and this is Kate.

Today's cast, the hidden purpose of interviewing external validation, part two of two.

The questions this cast answers are, what is the purpose of effective interviews?

Why should everyone go through the same interviewing process?

And how can I increase new hireires effectiveness through the interviewing process?

If you want answers to these questions and more, keep listening.

Before we get too deep into it, we'd like to invite you to join us on our upcoming executive speaker series call.

May 14th, as co-CEOs Danny and Byron share their

decade-long journey of building a $20 million business together, how they've made a close

professional relationship work over such a large period of time, and the key decisions they made

along the way, and why, including notes about their catastrophic failures, all executive

tools licensees are invited. Become an executive tools licensee today to receive your invitation.

Now we're going to start going through fair, known, challenging, and respectful. Starting with

your interview process must be fair. So, now we know what an effective hiring process must

do, but how do we actually create one? Well, the first component of an effective process is

fairness. And by fairness, we mean the old-fashioned definition of fairness. There are rules, and everyone plays by the exact same rules.

Mm-hmm.

Your process, right?

It's yours, not the organizations yet.

Ha-ha.

Should be applied equally to both candidates and interviewers.

...