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Hiring people is the most important thing employers do. When you hire a person for your company, your decision will not just affect how that person performs that job, it will affect how everyone in their work group(s) performs their jobs as well. No one is perfect but when you hire truly dysfunctional people, they will have effects on everything and everyone in which they come into contact, including your customers. While no one wears a T-shirt advertising their dysfunction, it’s really so simple to avoid hiring these people that you have to wonder why every employer has at least one of these types of people working for them, often in a management role. While they don’t wear T-shirts they are easy to pick out if you know what to look for and how to talk to them.


  • Hiring for a growth mentality.
  • Twelve easy tips anyone can do to avoid making hiring mistakes.
  • What we do that makes it easy for dysfunctional people to be hired.
  • What is behavioral interviewing and how to make conducting one easy.
  • Questions are important but just as important is interpreting answers – How to do both.
  • The 10 things everyone involved in the hiring decision has to do to avoid making hiring mistakes and they are not that hard.
  • Signs to tip you off that the charming, capable person you are interviewing may not be the employee of your dreams.


One only has to look to social media to see how bullying has exploded not just in frequency but viciousness. Sadly for many people lying has become commonplace. One usually needs only to look around the office to see how corrosive are the effects of a passive aggressive coworker. Experts estimate that roughly, 1 in 25 Americans is a sociopath and one study alleges narcissism is growing a rate relative to the growth of obesity!


  • Dysfunctional applicants can be some of the most polished, capable and charming people, you’ve ever encountered. How to look past the surface and see the person.
  • How dysfunctional people can distort and control reality without your even noticing. How to spot when that is occurring.
  • What dysfunctional applicants know that you don’t.
  • Reading between the lines with answers and drilling down to the basis of the matter at hand – hiring the best person.
  • Avoiding hiring dysfunctional persons for management positions. How to avoid being overpowered in the interview and overruled by an overly dazzled interviewing group


  • Human Resources
  • Managers
  • Business Owners


       Teri Morning

       MBA, MS, specializes in solving company "people problems"

  • Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

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