Robert Glazer

that they don't ask us.

On a couple occasions, I would have been like, no comment, you know, and they could have saved themselves a lot of time and money.

So verify that what people are saying to you is true.

So verify that what people are saying to you is true.

And in that process itself, don't ignore the little things.

And in that process itself, don't ignore the little things.

Were they a pain to get scheduled with?

Were they a pain to get scheduled with?

Did they show up on time?

Did they write a thank you note?

Did they show up on time?

How did the person sort of behave and operate during the process?

Did they write a thank you note?

How did the person sort of behave and operate during the process?

And then another best practice that we got, and by the way, you should try to score everyone and make these questions numerical so that you can objectively, you should evaluate a couple candidates at a time, but have someone in the hiring meeting that's disinterested, that's

And then another best practice that we got, and you should try to score everyone and make these questions numerical so that you can objectively, you should evaluate a couple of candidates at a time, but have someone in the hiring meeting

not part of the team that's hiring, that represents the company hat, because the people who want to hire are often really need the job.

that's disinterested, that's not part of the team that's hiring, that represents the company hat because the people who want to hire are often really need the job.

They really need that hole filled and they're kind of, and that person's supposed to represent the company.

They really need that hole filled and they're kind of, and that person's supposed to represent the company.