Check it out and post a review further down here if you think it is any good and legit, or if it is a scam or a fraud. Also, watch out for occasional discounts and free promos such, as downloadable pdf ebooks.

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• What has surprised you about joining this company?
• What has disappointed you since you started?
• What processes seems cumbersome? What methods are really slick?
• What is your favorite part of this job? Why?
• Assuming the right skills match, would you try to get your best friend to work here? Why or why not?
• What kind of training do you wish you would have more of?
• What educational opportunities do you hope for in this organization?
• What things would make you a raving fan of this organization for a long time?
• If you were to describe this company as a person, what would that person look like and act like?

4. Hire for a value system first before experience. See if this sounds familiar. The typical hiring process looks for X years of experience in this specialty or that. Throw in a college degree for good measure and maybe membership in some professional group. Once the hiring manager is satisfied the person has “been there, done that” long enough, the deal is closed.

All too often though, the same hiring manager will grow disgruntled with the employee in the coming weeks and months. Why the dissatisfaction? The problem is rarely a discrepancy in the experience level. (They said they had eight years experience and they only have six, for example.) The complaint is usually something about the lack of performance or some obnoxious personal trait. This is a classic case of aiming for the wrong target and hitting it! The company ultimately pays the price in lower morale, productivity and profitability. Don’t get me wrong, experience is important, it’s just over-emphasized in too many cases.

Specific Take-aways:

• Identify the values most important in the ideal person for the position. If you can narrow the list to the top three or four, that’s best.
• Conduct more than one interview … face to face. You can’t afford to mess up the hiring decision because it’s too painful and costly. Sorry HR, telephone interviews are terrible for making quality hiring decisions. Skype is bit better but still not as good as in person.
• Conduct at least one interview at a local eatery or other public place requiring interaction with others. (I can’t take credit for this idea but don’t remember where I read it.) How does the prospective employee interact? Is this someone you want talking to your most valued customers?
• Get into discussions about decision-making with the candidate to start to understanding their thinking process. What values do you think are most important to them? Would you let this person babysit your 4-year old? Would you be comfortable to introduce this interviewee to your mother?
• If you don’t find the right candidate at first, start over. Don’t settle for second best or “just OK.” Resist the pressure to “just fill the position.” Take it from one with hiring regrets in a past life.

5. Learn to work outside the script. (OK, I fibbed a little … here is a fifth way to help build a stand-out culture.) Anybody can learn and run a business script. It’s not terribly tough to say, “Store policy is …” because it transfers the accountability to some nameless person deep in the company hierarchy. The clerk or low-level employee becomes the innocent face for a dysfunctional organization and this is doubly frustrating for the customer.

The first frustration is the restrictive policy that does not allow the customer to be completely satisfied or, heaven forbid, delighted! The second frustration is there is usually no way to give feedback on the dumb policy to the company because the person reciting policy has...

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