Product Description
High Impact Hiring Is Your Essential Step-by-Step Guide to Conducting Interviews that Get Results and Eliminate Costly Hiring Mistakes. This Book Will Show You How Easy it is to: Uncover an often overlooked set of competencies that are responsible for almost all job failures; Build a job-related interview that gets you solid, reliable information about a job candidates skills; Use the Response Pyramid and SAFE techniques to learn about a candidates strengths and weaknesses. High Impact Hiring is clear and easy to follow. Its loaded with practical examples and expert advice.
Customer Reviews:
Costly mistake!.......2002-06-30
In December 2001 I recruited a person to our business and because I hired on my gutfeeling I made a very expensive mistake. Now seven months later after enormous amounts of energy and resources devoted to that person I had to fire him.
This book has thought me the importance of looking at working habits and past actions when hiring people. Maybe you can teach a old dog to sit - but who has the time and money for that!
If you are hiring - buy this book and do it right!
The Hiring Process - Will make or break your business.......2002-06-02
"High Impact Hiring" by Del Still is a must read for everyone from the President of a Company to the Dept. Manager charged with interviewing & hiring decisions. Once you have read this book you will find you are more equiped to gather the pertinent information on candidates which will ultimately give you greater success in this most important decision. Hiring the right individual is one of our Corporate clients greatest challenges so we have been giving this book to them to assist in facing the hiring hurdle. With the assistance of the book they are capable of meeting the hiring challenge with confidence. As the President of one of Southern California's premier CPA firms I am involved in all of our own internal hirings and am so grateful to have read this book. My advise to those of you who are involved in this process is "Don't hire without first reading this exceptional book!" Your business cannot afford the wrong individual. Creating an exceptional company can only be acheived with exceptional people within an organization.
"You win by building an exceptional work force".......2001-04-25
"Making the right hiring decision is more important today than ever before." Del J. Still writes, "I don't have to tell you about the impact of smarter competition and globalization of today's business on profits. I'm sure you've felt the pressure. If not, you will. Even the smallest company cannot afford to operate as they have in the past and expect to suceed in today's pressure-filled environment. How do you win? You win by building an exceptional work force"(p.19).
In this context, throughout the book, he presents his 7-Step interview model that can be summarized by one seven-letter word- 'PROCEED.' He argues that "It is an acronym where each letter represents one step of the process. 'PROCEED' is your blueprint to interviewing success. You'll be amazed at the results you achieve when you follow this process, step-by-step"(p.42).
Step 1: Prepare
* Identify existing superior performers
* Create a job description for the position
* Identify the competencies or skills needed to do the job
* Draft interview questions
Step 2: Review
* Review questions for legality and fairness
Step 3: Organize
* Select your interview team and your method of interviewing
* Assign roles to your team and divide the questions
Step 4: Conduct
* Gather data from the job candidate
Step 5: Evaluate
* Determine the match between the candidate and the job
Step 6: Exchange
* Share data in a discussion meeting
Step 7: Decide
* Make the final decision
Finally, he writes that "Even though the material I have included in this book is based on years of research and practical experience, it can always be improved. I encourage you to experiment with the methods and discover what works best for you...The cardinal rule is to 'stay legal' and 'play fair.' The 'best' thing you can do is put someone in a job where their competencies closely match the requirements. The 'worst' thing you can do is the opposite"(p.221).
Highly recommended.
The Ultimate Interviewer's Handbook.......2001-04-01
With all the books on hiring out there, I didn't expect to find one that showed me a system that worked flawlessly. This is a must have book if you are at all involved in the hiring process. It's worth its weight in gold! Buy it before it sells out. Enough said.
Proceduralizes Interview Techniques.......2000-06-27
Over the dozen years that I've been interviewing and hiring staff, I have "self-developed" many of the techniques the author presents. However, I had not formalized them. This book provides methods and procedures, helps develop a mechanical thought process, to structure the pre-interview selection, the interview, and the post-interview analysis.
I used the book to augment my own "self-grown" interview process recently and with tremendous success.
This book is a "must have" arrow in every manager's quiver; young or old, new or mature. Whether you have "home-grown" an interview technique, had HR force one upon you, or are looking to develop a strategy, this book will help.
Book Description
Find the right candidate for the job every time
Adler's insightful new POWER hiring methods enable managers to attract, assess, and recruit the best candidates through the integration of online tools and offline behavior modifications. New information on hiring and the Internet, diversity, and legal compliance issues is included.
Customer Reviews:
A definite must read for any manager.......2006-11-28
I highly recommend Lou Adler's book, Hiring with Your Head, for any hiring manager seeking to hiring the best talent. Hiring with Your Head provides an overview of a proven systematic approach for hiring superior people by focusing on their past performance rather than relying on intuition.
Lou Adler provides a methodology for critically assessing candidates' potential for evaluating how well their past accomplishments meet the requirements for a position. He also goes into depth on how to successfully source and recruit talented individuals to your company.
The star is for the digital version, and Amazon customer service!.......2006-06-04
Beware: If you buy the digital version from Amazon, it forces you to use Microsoft identity, and you will not be able to download the file then load it in your reader... No, you must open up a security hole in your firewall to make the pre-file send encrypted information to God knows where, then you can only read it on that identity. It is Microsoft bound so I don't know if you Mac guys or Linux guys are covered here, on PDA side, forget PDA that is not the right terminology, Pocket PC it should say.
The whole thing is Microsoft bound, and if you like me are behind a corporate firewall you are unable to get the book at all.
Customer service will read 1% of what you write and even ask you to include the order # on your replies... not via email, but like all corporations with customer service which really sucks. You must login to there webpage and email from there, no inconvenience to great... When you at the end ask if they can replace with the paperback version, they ignore it completely and send an auto- responder returning the money to your credit card... I wanted the book, but that is not possible unbelievable enough, the order I ordered it with which still is not shipped from Amazon could not have the paperback added, so if I wanted it they could send it as an extra for 12 $ in shipping costs on top, instead of helping me save by tossing it in a pack still to be sent!
I believe this book could be great, but due to the extreme restrictions on this e-book and lack of service mentality I will never find out. So for all I recommend you to buy the paperback version, to avoid the dissapointment.
Good Practical and Relevant.......2006-03-22
OK let's get it out there... people who have very little to live for read business books. 99% of the stuff written is of the most egregious quality known to mankind -- people with any sense avoid the business section in any bookstore. It is the special writer indeed that can make their experiences relevant to the rest of us, impart knowledge and wisdom, who goes beyond the pump-me-up-and-let's-all-feel-good-and-happy-clappy version of corporate America -- the kind commonly encouraged in some national sales conventions. You know! The type that tries to convince you they have secrets of business success by regaling you with stories on how important their "new" business discoveries really are, when really they are variations on the benefits such banal things as getting up early, not watching too much TV, changing your socks, and giving people hell the occassional time (preferably all of the above done based upon some abstruse mathematical formulation).
No... Lou Adler is the real thing. Not full of beans or full of himself most of the time. The advice he gives is practical, well organised and starts with the premise that, when you hire someone you should use the job as the screen for the candidate -- in order to draw those qualities out of the candidate and also to organise your presentation of the job. Adler says, "do not start with percieved requirements of the position" as these do not deliver the results needed.
There is a lot of technical detail and healthy, not corny or forced anecdotal evidence such as is legion in most of this genre.
I have seen Lou Adler on two occassions and can concur that he is one of the most down-to-earth people you can meet. In a world rife with industry setting unrealistic targets Lou is able to lay it on the line and tell you what you need to do and not what you want to do. There is no percieved, strained intellectualism or claims of revealed truth or knowledge that you get in other such reads as Zig Ziglar or Gerardi, or (horror or horrors, Wess Roberts -- author of the worst sales coaching book in history "The Leadership Secrets of Atilla the Hun).
I have recommended it for my corporate clients on occasion and can do so with a straight face and strong measure of encouragement. It actually reinforced those elements of hiring that we were doing right, and forced us to change those elements we were doing wrong - can there ever be a stronger recommendation for any book?
Packed With Knowledge!.......2004-05-06
Lou Adler, president of the Power Hiring consulting and training company, provides a systematic approach for finding, interviewing and hiring the best candidate for a job. He emphasizes making an objective assessment and, to this end, he provides techniques for overcoming first impressions. He identifies four key interview questions you can use to determine job candidates' competency and motivation, and to match their skills and interests to your company's needs. The book includes charts and checklists that highlight important points. We recommend this well-organized guide to effective hiring to company owners, human resource personnel and managers involved in the hiring process. Alert job seekers may also find it useful to learn what a good interview will demand.
An On-Target Update.......2002-11-22
The second edition of Lou Adler's Hire with Your Head takes the best of the original concepts and updates it with the latest insights on interviewing and the entire selection process. I've been able to introduce the POWER Hiring concepts to a major professional services with significant results including better retention and a reputation as an employer of choice. I've seen hundred's of clients report more confidence in their ability to accurately interview candidates.
One excellent example of this update should be a revelation to many managers and human resource professionals who have been inundated with books recommending the "152 Best Interview Questions." It's the answers, not the questions that count. Adler's POWER Hiring formula recognizes the importance of getting and properly evaluating candidate answers.
From the starting point of Performance Profiles to the insights on the latest recruiting tips, Lou Adler courageously tells managers and HR professionals what they're not doing right -- and what to do to make it right.
It's rare that I read both a first and second edition of the same book -- but this second edition captivated me with every chapter.
Book Description
Nothing is more important to the productivity of an organization than its hiring program. For almost 20 years, this book has been the go-to reference on every aspect of the employment process. Known for its practical and down-to-earth approach and jargon-free tone, Recruiting, Interviewing, Selecting & Orienting New Employees is now in its Fourth Edition, with fresh information on today's recruitment challenges, interview methods such as peer interviewing and video interviews, documentation issues, reference-checking guidelines, and new orientation programs. Readers will also find expanded coverage of electronic recruiting and other recruitment sources, applicant testing, and much more. The book comes packed with a full complement of step-by-step guidelines, ready-to-use interview questions and scripts, forms and checklists, and other valuable hiring tools that will help get great employees on board quickly and effectively.
Customer Reviews:
Excellent Text and Reference.......2006-02-12
This book addresses what is arguably the most critical area in running any organization today. Without the right people on the team, employers will confront one costly problem after another. Bringing the best people on board the right way can make a tremendous difference in an organization's success. The answers await you in these pages.
As a reader of this review, you should know that I am a Certified Management Consultant who specializes in workforce and workplace issues. I am very much involved in the subjects addressed in this book and stay current in the field. I do not know the author.
I was impressed with the comprehensiveness and timeliness of this book's content. Looking with a critical eye, I found very little to change or add. The vital topics are well-covered, and the few things I may have added are not essential to the human resources practices involved in bringing the right people into organizations the right way.
Readers can gain a considerable amount of valuable knowledge reading this book from cover to cover. In fact, I would encourage business students at the graduate or undergraduate level to read this volume and become comfortable with the abundance of knowledge and wisdom offered in these pages. That said, this book will stand as an easy-to-use reference resource for human resource professionals and senior line managers and executives
The book is well-written, using language that makes it easy to read and easy to use. The 15 high-content chapters are supplemented by eight appendices providing forms for use in the recruiting-hiring process. The text includes guidelines, questions and scripts for interviews, checklists, and focused explanations. Summaries at the end of each chapter are followed by end-notes that will enable the reader to dig even deeper into a specific subject in the rare event that the chapter presentation hasn't covered it enough.
As you might expect, the Fourth (2006) Edition is current down to Sarbanes-Oxley and the latest in on-line recruiting. I'm often skeptical of books that carry the higher prices-this one is $49.95, but in this case I have no problem validating the cost-benefit of investing that kind of money...and probably a lot more.
A word to seasoned human resource professionals who think they have most-if not all-of the answers because they've been working in the field since it was called "Personnel:" You need this book. It's current, it's deep, and it's comprehensive. If you have not seen the previous editions, you will be blown away by the power of this book. Your incredibly busy schedule not withstanding, you'll find yourself investing time reading what Diane Arthur has to share about what's happening right now in your field.
A road map for HR practitioners.......2001-05-01
Diane Arthur's 'Recruiting, Interviewing, Selecting & Orienting New Employees' is a must read! As she writes, "Recruiting, interviewing, selecting, and orienting new employees are specific skills. How well you practice these skills can directly affect many common organizational problems, such as turnover, employee morale, and absenteeism. By carefully implementing the methods described in this book, your organization can greatly improve its employer-employee relations and its level of productivity."
With revised, updated and newly added chapters, this book is a resource full of practical, straightforward samples and explanations of what works and doesn't work.
Highly recommended.
Book Description
Hiring Great People removes the guesswork from the hiring process, giving you solid, no-nonsense tools and processes to identify and attract your industryÕs highest performing employees. Look to this dynamic book for advertising and public relations techniques proven to catch the attention of the brightest candidates, telltale interview tip-offs to unerringly help you separate the go-getters from the clock-watchers, guidelines for negotiating the offer, and more. Whether you are new to the hiring process or a seasoned veteran, Hiring Great People will ensure that you recruit and select only the people who will improve your companyÕs long-term success.
Download Description
Hiring Great People removes the guesswork from your hiring process, giving you solid, no-nonsense tools and processes to identify and attract your industry's highest performing employees.
Customer Reviews:
Outstanding.......2001-10-25
Hiring Great People provides an excellent, common sense approach to handling some of today's more challenging staffing issues. From recruiting to orientation and everything in between, hiring managers can depend on the sound advice presented by Klinvex, Klinvex and O'Connell.
A Good Read!.......2001-03-21
Kevin C. Klinvex, Matthew S. O'Connell, and Christopher P. Klinvex present a guide to creating a more effective hiring process. They cover each step, from defining the job to hiring the best person. The book provides techniques for attracting the right employees through advertising and promotion. It also covers effective use of applications, interviews, testing, and background checks. This book is clear, well-organized, and easy-to-read. While some of the suggestions may be obvious to those who are experienced at hiring, they are presented in a careful, step-by-step way. We at getAbstract recommend this book to those involved in the hiring process in larger companies, from company owners and top managers to human resource professionals. Small business owners who wish to use more sophisticated hiring techniques may also find it useful.
Professional Must Have.......2001-02-06
Whether in your briefcase or on the bookshelf, this is a must have for the human resources professional or for any professional involved in selection and hiring. This book is really appropriate for any audience. I have used it as a textbook with my graduate personnel selection classes.
Hiring Great People is a well-written, easy to read book. At the same time, it presents highly technical information in a format which demonstrates how such information can be turned into practice. There are may useful hints, guidelines and forms in the book. As I have indicated above, I have used this book as a text in graduate courses. It is more valuable than books which cost five times as much.
This is not a book about fluff or fads -- it deals with the latest research and technology in the practice of personnel selection in a highly readable fashion. I find myself turning to it repeatedly for advice on topics such as interviewing and competency assessment.
Refreshingly Thorough!.......2000-06-18
Not another book on hiring! Enough! Can any more be said that hasn't been said already? Can the same information be presented any better than it has before?
I'll admit that I opened this book, part of McGraw-Hill's Briefcase series, with a bias to dismiss the publication as just another also-ran. Surprise! Hiring Great People caught my attention right away and held it for most of the book. Starting with the three-page detailed table of contents, the book was easy to read and easy to use. A Manager's Checklist at the end of each chapter offers a good summary for reality-checking and later reference.
I liked the way each chapter begins with a scenario, usually including dialog, that catches the reader's attention and focuses on the problem to be solved by the chapter's content. Nicely done. An abundance of examples aid in understanding of the authors' points and in the practical application of the knowledge presented. A common feature of the Briefcase books is effective use of icons to call out sidebars and boxes that highlight and amplify the text. The boxes are categorized as Smart Managing (tactics), Caution (warnings), Tricks of the Trade, Key Terms (jargon explained), Examples, Tools (proven procedures), and Mistake Proofing (how to minimize the risk of a bad hire).
The book begins with an emphasis on competency-based job descriptions. Helpful information includes definitions of competencies and advice on conducting a competency analysis. The second chapter jumps right in with the legal stuff that employers must be wary of today. A number of pertinent laws are carefully explained so the reader knows what to do and how to avoid costly mistakes. The chapter on attracting the right employees (note: not just warm bodies) addresses recruiting as well as what today's workers are looking for. The table on page 47 provides information on over a dozen internet sites that can be used for recruiting.
So now we have all these applications coming in. What should we do with them? Chapter 4 shows us how to use those applications as screening tools in our efforts to find the right people to bring in for interviews. Chapter 5 does the same thing with resumes. Frankly, I was astonished at the volume of advice; I learned about tools and procedures that opened my eyes about my own hiring. The next two chapters on interviewing was equally valuable; again, I gained knowledge that I didn't have before. Just when you think you know it all, this kind of book comes along to remind you and give you some more.
Do these applicants really care about working here, or are they just looking for a job? Chapter 8 shows us how to evaluate how motivated that applicant is to perform. The interviewing approaches are most useful, as are the charts and score sheets to help the interviewer focus on what's most important. Testing and background checks were discussed next-good sequencing of chapters. I thought the chapter on testing got a bit too deep in testing methodology for a book like this, but the information is interesting.
The chapter on making the hiring decisions and notifying applicants includes a weighting system that helps put appropriate emphasis on the most important characteristics. I liked the advice about sending polite rejection letters promptly. There are so many applicants that wait a long time-nervously and needlessly. Chapter 12 advises wise ways to bring new employees on board with the right kind of offer of employment and the subsequent orientation process. The final chapter on blended workforces highlighted the alternatives that employers have today, using part-timers, job-share, and contingent workers to get the job done.
Average customer rating:
- 101 Strategies for Recruiting Success
- Not impressed
- An Invaluable Resource That Got Me Started In The Biz...
- A view from 50,000 feet
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101 Strategies for Recruiting Success: Where, When, And How to Find the Right People Every Time
Christopher W. Pritchard
Manufacturer: AMACOM/American Management Association
ProductGroup: Book
Binding: Paperback
 Interviewing
| Job Hunting & Careers
| Business & Investing
| Subjects
| Books
General
| Business & Investing
| Subjects
| Books
Human Resources & Personnel Management
| Industries & Professions
| Business & Investing
| Subjects
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ASIN: 0814474071 |
Book Description
Hiring good people is and always will be the most critical factor in an organization's success. 101 Strategies for Recruiting Success offers practical tips of the trade from a recruiting professional with more than two decades of experience. The book reveals 25 talent sourcing options, probing interview questions and methods, and high- impact retention strategies that begin even before the candidate is hired.
Pritchard presents sage advice in bite-sized chunks, designed for immediate implementation. The book features a "Recruiting Excellence Workbook" filled with specific to-do's for maximizing staffing initiatives and complementing organizational objectives.
Both a revitalized approach for companies and a powerful career booster for success- focused recruiting professionals, 101 Strategies for Recruiting Success is the key to putting the right people in the right jobs in the right places -- and keeping them there.
Customer Reviews:
101 Strategies for Recruiting Success.......2007-07-18
It's an extremely scary thought but many Human Resource professionals aren't even trained in HR. They are simply people whose jobs have been downsized and the company had no where else to put them. How can these people possibly find the right people for the right job?
101 Strategies for Recruiting Success is a one of a kind resource that provides a solution for recruiting woos. The book is packed full of very specific ways to find qualified potential employees and how to match these individuals to their dream job. These strategies are presented in a very intuitive fashion to help the beginner learn the basics and build from there. The invaluable material contained in these sections is presented in a clear and meticulous way that can easily be integrated into real business hiring decisions.
Not impressed.......2007-06-24
The information on this book is very basic. It may be useful to a college grad looking to get a start in recruiting or to entry level employees. Some of the information in this book is common sense. If you have been recruiting for a few years, this not the book for you.
An Invaluable Resource That Got Me Started In The Biz..........2007-04-07
I could not disagree more with the short and pointless critique above. This book covers many facets of the business and is incredibly helpful both to rookie headhunters in the trenches (like myself) as well as to corporate HR departments. It's a double edged sword of course because the more corporate HR leaders read this and follow it's wisdom, the less they will need headhunters like myself but that's because it is excellent advice and you can't fault that. The individual who made the snarky remark above about planning your day and not liking the general advice that this book offers needs to understand that recruiters are their own bosses and the way to run your desk is to plan out each day to a T and to understand how to prioritize based on what your employers needs are as well as your own. It's not that complicated but is incredibly important!
In short, someone who takes the time to read the book and apply it's teachings will find themselves as I did in a position to find the right people everytime through creativity, perseverance and true honest to goodness work (rather than relying on the job boards and other "low-hanging fruit" that keeps corporate america forever looking for trained individuals like myself to find the people they need).
Good luck to all my peers out there and take the time to study this book!!
A view from 50,000 feet.......2007-03-15
If you are looking for a how-to book with tricks and tips of the trade, this is not the book for you. ie., "Strategy 97- Plan Your Day" ... We all know we need to plan our day; however, if the book attempted to explain how to effectively plan a recruiter's day, there would be some benefit to that! Mostly general advice is provided.
Book Description
According to statistics from the U.S. Department of Labor, businesses spent an estimated $26 billion in 1996 alone on hiring hourly employees. The Department also reports that half those employees were gone within six months - an incredible turnover rate of 100 percent per year.
Mel Kleiman, a nationally recognized authority on recruiting, selecting, and retaining hourly employees, addresses this issue and offers step-by-step systems and ideas for better hiring in his new book, Hire Tough, Manage Easy. "Hourly workers represent 79 percent of the U.S. labor force," said Kleiman, "and these are the front-line service providers who are closest to the customer, so hiring right is extremely important. If the president of a grocery chain takes a day off, how many customers will notice? But if the aisles aren't clean or the checkout lines are ten people deep, you bet customers will notice and they probably won't be in any hurry to come back and repeat the experience.
Kleiman said the current labor shortage has led to hiring horror stores about shortsighted managers desperate for workers:
In its ad for warehouse people a North Carolina manufacturing firm specifically stated, "No drug testing."
Another employer discovered through random drug testing that 20 employees were using illegal substances, but they didn't fire them because the company knew it would not be able to find anyone to replace them.
More than a few companies report they are not even bothering to interview or check references for hourly position.
"Desperate measures like these are a recipe for disaster," said Kleiman. "These employers are risking workers' compensation claims and negligent hiring lawsuits, as well as the possibility of losing countless customers who may interact with employees who couldn't care less. Besides these risks, no employer can afford to lower the bar even an inch because our latest research shows the No. 1 reason companies lose good hourly employees is because the good ones get tired of putting up with or carrying the load for the bad ones."
Kleiman's book is divided into sections on recruiting, selecting, and interviewing. Highlights include:
Recruiting - Kleiman reminds employers that advertising is only the fourth-best recruiting tool. The three best sources for employees are former employees, good current employees, and every applicant who is interviewed.
Selection - Kleiman reviews the different results a company can expect from hiring easy (if you have a pulse, you're hired) and hiring tough (the harder the job is to get, the more good people will want it).
Interviewing -What you see in the interview is probably better than you'll ever see again. Kleiman tells interviewers how to hone their skills, ask the right questions, and better interpret the information gathered.
Customer Reviews:
Good for a first-time interviewer, not for someone experienced.......2007-03-08
This might be a good book for a new manager who has never interviewed before, but too basic for a seasoned manager or HR professional.
Hire Tough, Manage Easy.......1999-12-10
This book should be on anyone's desk or in anyone's briefcase who has anything to do with recruiting, selecting and retaining employees. It is filled with easy to understand and even easier to implement strong, solid ideads about hiring systems. I have saved my company a considerable amount of time, money and grief by not hiring some candidates through just a few of Mr. Kleiman's ideas.
Practical,useful how to do it guide. Best data source........1999-09-17
This book states in very simple terms the most practical and useful ideas on how to recruit and retain employees under all market conditions. It is very valuable in this period of negative unemployment. My company has about 500 openings for skilled craftpeople and using the ideas in this book has given us real hope of success in finding these folks. We are building the Opportunity Company and this book's approach is right in line with our objective.
Chet Harris, Senior Vice President Human Resources, AMPAM Inc. Round Rock , Tx
Solid information - Good STUFF!.......1999-05-15
"Hire Tough, Manage Easy" is a book I will recommend to my clients, and use to support many of my training classes. The book is easy to read and follow. The information has a strong foundation of credibility and techniques that apply to "real" hiring and interviewing situations.
Amy Adolph - Training Horizons tel. (530)218-3791
Average customer rating:
- Author's comments
- Fill That Vacancy With Minimum Grief!
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Complete Idiot's Guide to Recruiting the Right Stuff
Ph.D., Arthur R. Pell
Manufacturer: Alpha
ProductGroup: Book
Binding: Paperback
General
| Job Hunting & Careers
| Business & Investing
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| Books
General
| Business & Investing
| Subjects
| Books
Human Resources & Personnel Management
| Industries & Professions
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Management
| Management & Leadership
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Manager's Guides to Computing
| Business & Culture
| Computers & Internet
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Complete Idiot's Guide: General
| Introductory Guides
| Software
| Computers & Internet
| Subjects
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General
| Computers & Internet
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ASIN: 0028639014 |
Book Description
Hiring the right employees can feel like a game of chance. And being proactive and getting out there to recruit new talent can seem even more difficult. This book helps managers navigate the seemingly murky waters of the talent pool-- and come up with champions!
Download Description
Hiring the right employees can feel like a game of chance. And being proactive and getting out there to recruit new talent can seem even more difficult. This book helps managers navigate the seemingly murky waters of the talent pool-- and come up with champions! Tips on finding hard-to-find personnel. Writing good hel-wanted ads, using the internet to recruit, structuring interviews to get real information. Choosing the best applicant. Making an offer that will be accepted.
Customer Reviews:
Author's comments.......2002-01-25
Adding a new person to your team or department can be one of the most important decisions you must make on your job. Hiring the wrong person will not only cost you money in wasted time and lost productivity, but can be an emotional drain on you and others in the company.
If you've had to fill a job opening recently, you've undoubtedly learned the hard way that it's not an easy task. You may spend a bundle of money and waste lots of valuable time just trying to find applicants - and that' before you even start screening them.
There are ways to facilitate this process. By better utilization of current sources and expanding into additional sources, you can attract more and better candidates. That's how successful companies keep becoming more successful. You can do it too.
Finding candidates is only the beginning. You have to learn and apply the skills needed to screen and interview applicants to ensure that the person(s) you finally choose really can do the job. The Complete Idiot's Guide to Recruiting the Right Stuff will show you how.
This book is not an academic treatise, but a pragmatic guide to recruiting and selection that can be immediately applied on the job. Read it to become acquainted with the many facets of this subject. . Keep this book handy to refer to when special problems arise.
Fill That Vacancy With Minimum Grief!.......2000-11-19
Most books about recruitment are either comprehensive manuals by people who live on Planet IPD or they fit the "how to interview people" mould. This book is neither. It's a pragmatic manual for the recruitment process, from job analysis, through advertising and selection to appointment.
It's ideal for the practical manager who wants to fill his vacancy quickly and effectively and needs his questions answered. Well indexed and referenced, with a lively style and plenty of useful tips, it's a book you can comfortably read and comprehend on the train to work.
Book Description
A powerful new technique for exposing the person behind the resume
Traditional interview techniques are notoriously inadequate when it comes to providing a picture of how a candidate will actually perform on the job. Recently, an interview style proven to more accurately identify the cream of the crop has been making headlines. It's called behavioral interviewing, and it involves getting candidates to truthfully describe how they responded to past job situations to indicate how well they will handle tasks required in their new position.
Coauthored by a hiring consultant to Coca-Cola, Nortel, Siemens, and other Fortune 500 companies, How to Choose the Right Person for the Right Job Every Time explains the advantages of behavioral interviewing and shows managers how to:
- Identify the skills and characteristics they want in a candidate
- Develop an interview format
- Ask the right questions--includes 401 sample questions
- Rate candidates by scorecard
Book Description
For anyone who hires employees this is a must have book. It is also essential for anyone searching for a new job. This new book contains a wide variety of carefully worded questions that will help make the employee search easier. These questions can help you determine a candidate's personality type, the type of work he or she is best suited for, and if the person will mesh with your existing employees and workplace. Once you learn the right questions to ask, you'll get the best employees. For the prospective employee-learn how to sell yourself and get the job you want! Item
Customer Reviews:
As the title says - Great Inteview Q&A.......2007-10-18
Excellent lists of questions broken down by topic area.
Brief guidance on what a candidates answer should contain.
Could be great for employers or employees preparing for an interview.
A terrific interviewing resource.......2006-12-20
I have to admit, I jumped at the chance to read this book. Many of us have been on both sides of the interviewing process, and no matter how prepared we think we are, something always throws us through a loop. `501+ Great Interview Questions for Employers and the Best Answers for Prospective Employees' is a great guide for successful interviews. This book offers excellent preparation for employers, for employees, and for college graduates just entering the workforce. This book could also be used as a business text in an informal setting.
For interviewees, the questions in this book are excellent and helpful for those on-the-spot questions you would never expect during an interview. For interviewers, those same questions offer a great starting point for unique information you can request from prospective employees. These questions are broken down into specific categories in each chapter, and they cover areas as diverse as communication skills, decision making abilities, and business ethics. Once you answer a group of the book's questions, you are given a comprehensive analysis of your answers.
Podmoroff's book is a great guide that makes a helpful tool for all interviewers and interviewees. Only you can hire the right employee or get the right job, so your quest will certainly take a lot of hard work. However, once you know how to ask the right questions and be prepared with the best answers, the job seeking process will be a much easier one. And with Podmoroff on your side, the process will be a piece of cake!
Good book.......2006-08-21
Good book, but there many well known questions and answers, i was looking for something more detailed.
Best Resource for Novice or Expert Interviewer.......2006-05-24
Taking a different approach to finding the perfect employees, this book is a fun resource for even the most experienced interviewer or job seeker. Dianna Podmoroff is an experienced author of similar books, and does not disappoint with this one. Each chapter deals with a specific job related skill; such as assessing analytical and problem solving ability, interpersonal skills and conflict resolution, teamwork, leadership, motivation, and stress management. What makes this book different is the expert analysis of answers after each section of questions. Podmoroff quickly pinpoints the pro's and con's of various responses, but is thankfully not presumptuous enough to claim there is ever one correct answer. She carefully illustrates how to apply different responses to appropriate job descriptions, allowing the interviewer to develop a more conscientious picture of each applicant. Interestingly enough, any job hunter can also use this book to hone individual interview skills, gaining valuable insight into the oft-confusing interviewing process. Overall, 501+ Great Interview Questions for Employers does what the name implies; offer great questions and expert analysis of answers, without the "know it all" attitude found in similar books. A valuable resource for even the most seasoned interviewer or the novice job-hunter. And by the way, there are 696 questions.
Great for those who hire.......2006-05-12
"501+ Great Interview Questions For Employers And The Best Answers For Prospective Employees" is a great read for anyone in charge of hiring for a company.
The author provides excellent questions designed to illicit telling responses about an applicant's history, personality and more. She points out that a lot of qualified applicants come through the doors. You don't want to necessarily interview only on skill, but should concentrate on how well the applicant will mesh within the system with those already working at the job.
The book offers excellent questions, guides on how to interpret answer or what types of answers one should be looking for, as well as examples that any interviewer can learn from. Readers are taught to look for discrepancies, to delve deeper and get a fuller picture of an applicant.
I've been on a lot of interviews and many of them have fallen short, asking only about previous work experience, how it relates to the new job - basically anything involving skills and experience. I really liked that the author is more concerned with how well a new employee will fit into the scheme of things, rather than skills and experience. After all, it is already outlined on his or her applications so there's no need to cover it to in depth. All in all, it is a great book for anyone doing interviews.
Book Description
Includes 1000 brand new practice questions
Books:
- History: Fiction or Science? (Chronology, No. 1)
- History: Fiction or Science? (Chronology, No. 1)
- History: Fiction or Science? (Chronology, No. 1)
- How to Say It At Work: Putting Yourself Across with Power Words, Phrases, Body Language, and Communication Secrets
- How to Win Friends & Influence People
- How to Win Friends & Influence People
- How to Work a Room: The Ultimate Guide to Savvy Socializing in Person and Online
- Improving Business Communication Skills (4th Edition)
- In Mixed Company: Communicating in Small Groups and Teams (with InfoTrac) (Wadsworth Series in Speech Communication)
- Innocent in Death
Books Index
Books Home
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