Imagine you have a job opening. Imagine too that that job opening is your beautiful young daughter. Your daughter has many charms and wonderful attributes such as health benefits,
a team environment, opportunities for self-fulfillment, rewarding work, and advancement potential. Besides all that the successful suitor will receive a generous dowry that manifests itself with rich financial rewards every day of the relationship.

You have a multitude of suitors beating down your door.

Which of these suitors will invest a lifetime of devotion and commitment to your job? Which ones are only interested in a one night stand, are only interested in the money, or have other interests to occupy their time? Some of these suitors may be serious about a long term commitment but will be unable or unwilling to devote the energy and initiative to make the job blossom and grow to its full potential.

Today’s interview process is fraught with failure. Reading today’s how to hire books and you are assaulted with a litany of information on how to uncover fraud and deceit. The relationship begins with an air of distrust. It is no wonder that a full 50% of employees fail in the first year in their job. Some survive the year but feel trapped and uncommitted.

Suitor Selection gives you the tools to shorten the hiring process as well as increase the success of the new hires through the process called Suitor Selection as well as explaining the psychological reasons behind the failure of the interview process.

High producing employees are found BEFORE the interview!

The interview process is the least reliable method of hiring employees who produce. Recently there has been much buzz about behavioral hiring and yet books are coming out all the time about how to ACE the behavioral interview. The most reliable predictor of behavior is past behavior and this is best determined BEFORE the interview.

It does not work well when a person discovers on a first date (or worse, after marriage) that their suitor is already married or a convicted rapist. With proper SUITOR SELECTION, the interview process becomes more like an enjoyable courting experience than a judges courtroom (traditional interviewing). Effective companies can use references, applications, phone interviews, etc. to properly select a candidate (suitor) before the interview (courting).

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