By Lou Adler
ISBN-10: 0471223298
ISBN-13: 9780471223290
Locate the suitable candidate for the activity each time
Adler's insightful new energy hiring tools let managers to draw, check, and recruit the simplest applicants throughout the integration of on-line instruments and offline habit differences. New details on hiring and the net, variety, and felony compliance concerns is incorporated
Read Online or Download Hire With Your Head: Using POWER Hiring to Build Great Teams, 2nd Edition PDF
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Additional info for Hire With Your Head: Using POWER Hiring to Build Great Teams, 2nd Edition
Example text
Good team skills Coordinate the product launch plan with engineering and operations. Over the past five years, I’ve asked 5,000 people this question. More than 98 percent want to hire someone who can deliver the results. If this was your answer, start by throwing away traditional job descriptions for hiring purposes, and define the results instead. In this chapter, we’ll show you how doing this will provide the foundation for increasing the quality of the people you hire, improving productivity, reducing turnover, and minimizing errors due to bad hiring decisions.
Most important, it requires a commitment from the executive management of the company that hiring is important, and that the resources and time will be devoted to making it happen. While the solution to hiring revolves around the performance profile, the primary problem revolves around the interview itself. This is a random process that doesn’t work very well. It’s one reason most managers find the whole process frustrating. Consider this: Hiring, the most important thing we do as managers, is based on a random process.
This select group of managers have the ability to suspend their emotional reaction to the candidate until they’ve determined competency. They also know what real competency looks like. Once they find out if the person can do the work, they then find out if they can work with the candidate. 3 shows this fundamental principal, which is a more effective decision-making process. ➤ Get Candidates to Give Good Answers One other issue needs to be addressed to improve hiring effectiveness. It took me about 10 years before I figured out that the best candidates aren’t the best interviewers.