​

A successful interview is more than an ordinary conversation with a job applicant. It results in a job-related, legally defensible and well-supported hiring decision.

 

The Hire on Merit process is built on a three-dimensional model. Each dimension adds important information that cannot be fully understood by looking at only one part of the candidate’s background.

 

Three dimensions:

 

​Technical Skills
Is the candidate perform the essential technical requirements of the job?

 

Work Habits and Behaviors
How does the candidate approach responsibility, teamwork, initiative, dependability, judgment, and follow-through?

​

Measurable Performance Goals
What specific results will the candidate be expected to achieve after being hired?

These dimensions are not separate stand-alone steps. They work together. Each one must be completed accurately and completely to produce the best hiring outcome.

 

Why Ordinary Interviews Often Fall Short

Many interviews are too informal, too unstructured, or conducted without enough preparation and care. The interviewer may ask general questions, react to first impressions, or rely too heavily on the applicant’s resume, personality, or past job titles.

​

This kind of interview can feel useful, but it may not provide enough depth to determine whether the person is truly suited for the specific job.

A merit-driven interview adds structure, preparation, job-related evaluation, and fairness. It helps the interviewer connect every question to the actual work to be performed, compare candidates more consistently, and make decisions based on evidence rather than impressions.

 

Building a Great Interview

A good interview asks questions. A great interview is built by design.

​

It begins with a clear understanding of the job, the essential technical skills required, the work habits and behaviors needed for success, and the measurable performance goals the new employee will be expected to meet.

 

This is the purpose of Hire on Merit.

The book provides the tools, examples, and step-by-step guidance needed to help employers build interviews that are more complete, more consistent, and more directly related to successful job performance.

Instead of depending on guesswork, instinct, or unstructured conversation, Hire on Merit shows how to prepare an interview that evaluates the whole candidate in relation to the whole job.

​

A Better Hiring Decision Starts with a Better Interview

Hiring the right person is too important to leave to chance. A poorly prepared interview can lead to missed information, inconsistent comparisons, and costly hiring mistakes.

 

The Hire on Merit process equips you to go deeper.

 

It helps you evaluate the candidate’s ability to do the work, the habits and behaviors that influence performance, and the measurable goals that define success.

 

If you want to build not just a good interview, but a great one, Hire on Merit gives you the practical tools to succeed.