To say that I think a lot about recruiting and hiring is an understatement. Before I co-founded a technology company that builds recruiting software, my business partner and I, started and ran a couple of recruiting firms, an RPO and over the years managed dozens of corporate recruiting departments. In addition to helping countless other organizations hire, we've had to build quite a few of our own teams in the past ten years. Along the way, we've developed a successful interviewing methodology that we've employed both internally and externally for dozens of our clients.

While hiring remains one of the most dynamic business processes in most companies, one variable remains constant; identifying the right people for professional-level jobs is difficult. A modern workforce strategy should look not only to increase its hiring throughput, but also look to increase retention and develop lower-skilled employees into higher-skilled and more valuable ones. A well-run interview process won't just reduce the risk of a bad hire it can also reduce the complexity and numb