Become A Master Interviewer With Your Certificate In Hiring For Attitude!

Be honest, have you (or other hiring managers in your company) ever hired someone who looked great on paper but turned out to be terrible in real life?

Candidates are highly practiced at fooling interviewers, so it takes great interviewing skills to stop bad candidates from sneaking onto your team and disrupting your culture.

In our famous study on Hiring For Attitude, we discovered that 46% of new hires fail within 18 months! And 89% of the time those failures come from people having bad attitudes NOT a lack of skills!

In this 4-week online certificate program for anyone who does hiring (including hiring managers and HR leaders), you’re going to master the advanced interviewing skills to instantly spot ‘bad fit’ candidates.You’ll learn the exact words that candidates say to fool interviewers, how to fix your interview questions to quickly uncover someone’s personality, how to push candidates to reveal even more information, and so much more!

I literally wrote the book on Hiring For Attitude, and in this course, I’ll personally give you the step-by-step tools to become a master interviewer (including advanced skills that we only teach to our private clients).

If your company is serious about winning the war for talent and hiring great people, every hiring manager at your company should attend this program.

The program keeps learners accountable with step-by-step training and exercises. And if you’re a super-fast learner, you can work ahead and complete the course as quickly as you want. 

Here’s a sample of what you’ll learn:

• 13 words that the worst candidates frequently say in job interviews
• 2 quick tests to discover the attitudinal characteristics that your organization MUST include in interviews
• Why you should never ask “tell me about yourself” or “what are your strengths/weaknesses”
• The 5-part interview question that gets people to reveal the truth about what their last boss really thought about them
• 6 words that ruin your interview questions (that almost every interviewer unknowingly uses)
• Discover how many interview questions it takes to reveal a candidate’s attitude (and why most hiring managers ask far too many questions)
• How to assess attitude when you’re conducting team interviews
• 1 question that reveals if somebody has an “above and beyond” attitude

Here's The Program Curriculum:

Each course in the program includes 30-40 minutes of video presentations. In addition to the video modules, each week will include one assignment and one brief quiz to ensure you learned that week's content. Participants can expect to spend around 2 hours per week on viewing the video modules and coursework. Here is a listing of what you’ll learn in each week of the Hiring For Attitude Certificate Program.

WEEK 1: THE ATTITUDE REVOLUTION & DISCOVERING THE ATTITUDES YOU NEED TO HIRE

• The Top 4 attitudes that drive hiring failures
• Two Exercises to quickly discover the 5 most important attitudes you need to hireWhy companies like Southwest Airlines, Google, Apple, and The Ritz-Carlton hire for radically different attitudes
• The 2 types of job candidates you should never hire
• How the term ‘Brown Shorts’ came to mean the attitudes that define your unique culture (and how Southwest Airlines’ creative hiring practices inspired the term)
• BONUS SPECIAL REPORTS: In addition to everything in this module, you get:
          Your Company Won't Scale If You’re Not Hiring For Attitude
          To Eliminate Hiring Failures, Stop Being So Optimistic
  

WEEK 2: INTERVIEWING FOR ATTITUDE

• Nine of the most powerful attitudinal interview questions and the attitudes they reveal
• How to design your own attitudinal interview questions that perfectly fit your culture
• Why you should never ask “tell me about yourself” or “what are your strengths/weaknesses”
• The 5-part interview question that gets people to reveal the truth about what their last boss really thought about them
• 6 words that ruin your interview questions (that almost every interviewer unknowingly uses)
• Discover how many interview questions it takes to reveal a candidate’s attitude (and why most hiring managers ask far too many questions)
• BONUS SPECIAL REPORTS: In addition to everything in this module, you get:
          2 Interview Questions To Test If Job Candidates Have Emotional Intelligence
          A Behavioral Interview Question To Reveal If Candidates Have Problems With Punctuality
          Here’s A Behavioral Interview Question For Assessing Change-Readiness
          Here’s A Behavioral Interview Question For Testing If Candidates Can Handle Constructive Criticism
          Here’s A Behavioral Interview Question For Testing If Candidates Have Personal Leadership
          3 Job Interview Questions You Must Stop Asking
  

WEEK 3: DEVELOPING ANSWER GUIDELINES

• The exact words that the worst candidates frequently say in job interviews and how to spot them immediately
• Identifying the Warning Signs in candidates’ answers that identify if they’re likely to be a good fit for you and your culture
• Identifying the Positive Signals in candidates’ answers that identify if they’re likely to be a good fit for you and your culture
• How to consistently and correctly evaluate candidates’ responses to your interview questions by developing Answer Guidelines
• Discover which pronouns candidates use that show they don’t take responsibility
• Learn which verbs signal a candidate is dodging your interview questions
• Using the new science of textual analysis to evaluate whether a candidate is a great or poor fit by listening to the pronouns, verb tenses, adverbs, and negations they use when talking to you
• BONUS SPECIAL REPORTS: In addition to everything in this module, you get:
          Beware Of Hiring Candidates Who Say Always And Never In Job Interviews
          How To Tell If A Job Candidate Is Lying In The Interview
          This Might Be The Biggest Bias Ruining Companies Ability To Hire Effectively
          A Behavioral Interview Question To Test If Someone Can Motivate Themselves
          Here’s An Interview Question To Test If Candidates Are Problem Solvers Or Problem Bringers
  

WEEK 4: INTERVIEWING FOR ATTITUDE PRACTICUM

• 2 phrases for ‘follow-up probing’ that do NOT make bad candidates sound unnaturally good
• The exact sentence you need to say at the beginning of video interviews
• How to stop well-trained candidates from trying to ‘take over’ the interview
• Specific script to start the interview that builds rapport while structuring the interview process
• Specific practical answers to the most challenging interviewing issues
• How and where the interviewer and candidate should sit during the interview
• How to delay candidate questions until the end of the interview without seeming rude
• How to manage team-based interviews
• How to pitch your candidates on accepting your offer without ruining your ability to evaluate them critically
• BONUS SPECIAL REPORTS: In addition to everything in this module, you get:
          If You Want Job Candidates To Have A Great Impression Of Your Company, Follow These 4 Interview Tips
          In Job Interviews Use These 4 Sentences To Transition From Recruiting To Interviewing
  

LOGISTICAL DETAILS:

STARTING THE WEEK OF JANUARY 13TH, you’re going to take 1 course per week for 4 weeks.

You are not required to login at any set time, so each week you may work on the courses at times that work best for your schedule.

Each week, you’ll watch a video course, and then complete one assignment to hardwire your learnings and take one brief quiz to ensure you learned that week’s content.

You can expect to spend around 2 hours per week between the videos and the coursework.

You may work ahead and you will not be penalized for falling behind, but ALL MODULES, ASSIGNMENTS AND QUIZZES MUST BE COMPLETED BY 11:59 PM (PST) ON THE FINAL DAY OF THE PROGRAM. The final day of the program is Sunday, February 9, 2025. 

This is a 4-week program and certificates will not be issued if all coursework is not completed by the deadline.

HOW DO I REGISTER?
Simply click the red "Register" button to purchase your registration and secure your spot in the course. Each registration is for a single user only. Please contact Jill Sutherland at jill@leadershipiq.com if you are interested in registering multiple participants.

THE PROGRAM START DATE IS MONDAY, JANUARY 13TH.
On Friday, January 10th, each participant will receive an email with their login information to access the course.

WHAT IF MANY LEADERS WANT TO ATTEND?
If your colleagues want to participate, that's great! We offer GROUP DISCOUNTS for groups of 5 or more leaders from the same organization. Simply contact Jill Sutherland (Director of Client Services) at 800-814-7859 or jill@leadershipiq.com

DO I GET CEU'S?
While we don't formally offer a specific accredited CEU/PDU (because there are so many different state & professional associations), many of our attendees will send the program description to their particular accrediting body and apply to have that training hour(s) counted. We hear that many of our attendees have been successful with that approach. THIS PROGRAM DELIVERS 4 CONTACT/COURSE HOURS.

WHY A CERTIFICATE?
To advance your career, and inspire the confidence of your team, you need proof that you’re a master interviewer. The Hiring For Attitude Certificate also looks GREAT on your LinkedIn profile and resume. And if you’re going to train multiple leaders in your organization, you want to know which leaders have progressed through the necessary training to become master interviewers. To get your certificate, you'll pass the weekly quizzes and complete all weekly assignments (and because you watched all the program modules, it will be easy for you to pass with flying colors)!