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Table of Contents

Lead Story

Economic hang-ups: Will payments wilt?


Industry Update

Visa shoots for largest U.S. IPO ever

Vermont interchange bill a cry for help

Interchange act coming back stronger

TSYS joins the mobile fray

Data Treasury: Billions in the balance


Jim McMahon

ATMs and a changing biz model

Travis K. Kircher

Optio Solutions LLC. - Kinder, gentler collections

Recessing, depressing economy


Card stripes, prison stripes - security required

Biff Matthews
CardWare International


Street SmartsSM:
Biting the ISO that feeds it

Dee Karawadra
Impact PaySystem

Shower candidates, grow your ISO

Curt Hensley
CSH Consulting Inc.

Secret's out: How to snag merchants

Maxwell Sinovoi
United Bank Card Inc.

PIN-ing profits

Scott Henry

Annihilate attrition

Jeff Fortney
Clearent LLC

Setting the stage for stupendous sales

Daniel Wadleigh
Marketing Consultant

Company Profile

Cutter LLC

New Products

Brand protection the Teleblock way

Teleblock Do-Not-Call Blocking System
Call Compliance Inc.

Software for streamlined processing

Company: NitroSell


Here comes the sun - and the dust pan





Resource Guide


A Bigger Thing

The Green Sheet Online Edition

March 10, 2008  •  Issue 08:03:01

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Shower candidates, grow your ISO

By Curt Hensley

Have you ever wondered why some organizations consistently attract more superstar employees than their competitors? It's because these companies have positive interviewing reputations. How you treat candidates, whether they are a perfect fit for your office or not, during a meeting with your company could make or break you for future references. You'd be surprised how poorly some companies perform during interviews.

Many executives don't understand - or don't practice their understanding - that the interview process is an opportunity to grow a long-term referral base. If the outcome of the meeting is terrible for candidates, it could produce negative reverberation.

Pet peeves

Here are the top 10 irritations that drive potential employees insane. These should be avoided at all costs. This list portrays candidates' annoyances with No. 1 being the worst.

Positive points

We are all guilty of some spineless moments that cause candidates pain and suffering. But what do they love? What wins every time with candidates and leaves them with a great taste in their mouth for your organization?

The following are a few of their favorite types of interviewing experiences, with No. 1 being the top choice:

Over the years I've heard a few executives and human resource people contend that being service-oriented in this process reduces the quality of the applicant pool, as well as the hiring manager's ability to be selective.

That's a complete cop-out. Although it is more difficult to do this in a high-volume, low-level environment, the effort to do a few things on the positive list will be well worth it.

If the worst outcome is every candidate you interact with thinks your company walks on water, then it wasn't such a bad idea. It's as simple as doing the right thing.

In the future, it is the ISO with more candidate connections who will win, not the executive or human resource generalist who created the process.

I'm willing to bet that organizations unwilling to change or analyze the process will not win the next generational wave of top talent.

Curt Hensley is the founder, Chief Executive Officer and President of CSH Consulting (, a recruiting firm exclusively focused on the payments industry. He and his leadership team have over 50 years of combined experience in recruiting and merchant acquiring. This niche focus and deeply-rooted expertise have made it possible for CSH to have placed more than 1,000 professionals over the past seven years. Contact Curt at 480-315-8800 or

Notice to readers: These are archived articles. Contact names or information may be out of date. We regret any inconvenience.

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North American Bancard | Simpay | USAePay | Impact Paysystems | Board Studios