I have interviewed _________ candidates in the past year.

Of the number of employees I have hired, _______ are still employed by the company.

On average, I spend ________ minutes interviewing a candidate that looks like a good fit.

The average length of time a position remains open is __________.

I use a job description for all positions I hire.

I study applicant resumes, applications, and other information before setting up any interviews.

I believe it is my responsibility to maintain control in the interview.

I always pay attention to the non-verbal cues of an applicant.

I am aware of my body language throughout the interview.

I search for people who are as talented or even more talented than myself.

I have a list of criteria to consider when analyzing resumes and I follow it carefully.

I always check several references before making an offer.

I take the time it takes to hire the right person.

I consider any 'red flags' and vet these carefully to determine if they can be ignored or mitigated.

I involve my whole team, including anyone the position works with, to interview and help make the decision on whom to hire.

I meet with the person to learn personality and reactions in varying situations, such as phone/virtual/in-person interviews, one-on-one, with the whole team, dinner with partners, team-building exercises, both in-person and virtual, unplanned calls, etc.

We seek to reach a unanimous decision among the team on any candidate we hire.

In most situations, I give the person a probationary period to ensure the right fit for the new hire and for us.

I offer the person a lifestyle - not just a job.