Book description
Hire with Your Head
Updated with new case studies and more coverage of the impact and
importance of the Internet in the hiring process, this
indispensable guide has shown tens of thousands of managers and
human resources professionals how to find the perfect candidate for
any position. Lou Adler's Performance-based Hiring is more powerful
than ever!
"We have chosen Performance-based Hiring because it's a
comprehensive process, it's behaviorally grounded, managers and
recruiters find it easy to use, and it works."
-Marshall Utterson, Director Staffing, AIG Enterprise Services,
LLC
"Everyone's looking for the perfect means to make effective hiring
decisions. A trained interviewer armed with the right tools is the
best solution. Performance-based Hiring is a proven methodology to
get these results."
-John Ganley, Vice President and Chief Talent Officer, Quest
Software
"Any staffing director that doesn't send all of their people
through Performance-based Hiring training is missing out on top
talent, plain and simple. This should be the standard throughout
the industry."
-Dan Hilbert, Recruiting Manager, Valero Energy Corporation
"Performance-based Hiring has been the most successful recruitment
tool that we have added to our organization over the past few
years. In fact, these tools have not only produced amazing
outcomes-in terms of selecting the best fit in an extremely tight
labor market-but with a level of success among our operations
customers that I have rarely seen with other HR products."
-Trudy Knoepke-Campbell, Director, Workforce Planning,
HealthEast(r) Care System
Table of contents
- Copyright
- Foreword
- Preface
- 1. Performance-based Hiring: A Systematic Process for Hiring Top Talent
-
2. Performance Profiles: Define Success, Not Skills
-
If You Want to Hire Superior People, First Define Superior Performance
- Use the Same Criteria for External Hiring as You Do for Internal Moves
- Performance Profiles Improve the Sourcing and Selection Process
- Prepare a Performance Profile: Step-by-Step Guide
- Case Study—A Performance Profile for a Product Marketing Manager
- Define the Job, Not the Person
- Three Ways to Prepare Performance Objectives
- Sample Performance Profiles
- Diversity, Americans with Disabilities Act, and the Law
- In Brief: The Six Business Benefits of Using Performance Profiles
-
If You Want to Hire Superior People, First Define Superior Performance
-
3. Talent-Centric Sourcing: Finding the Best Active and Passive Candidates
- The Best People are Looking—Finding and Hiring Them is the Challenge
- Primary Channels for a Sequenced Sourcing Program
- Offer Careers, Not Jobs
- Use a Performance Profile as the Foundation for Better Sourcing
- Multilevel Sourcing: Use a Series of Sourcing Channels to Ensure a Constant Flow of Good Candidates
-
4. The Two-Question Performance-Based Interview
- The Four Core Traits of Universal Success
- The Most Important Interview Question of All Time
- The Second Most Important Question: Visualization and Problem Solving
- Gain More Insight Using the Two-Question Interview
- The Complete Performance-Based Interview: Putting it All Together
- The Close: Use Recruiting to End Round One
- Fact-Finding: The Most Important Interviewing Technique
- Preparation is the Key
- The Telephone Interview Sets the Stage for the Candidate and the Interviewer
- What Not to Ask: The Inappropriate and Illegal Questions
- The Performance-Based Interview: Putting it All Together
-
5. The Evidence-Based Assessment
- Implement an Evidence-Based Assessment Process to Improve Selection Accuracy
- Organizing the Interview
-
Conducting the Evidence-Based Assessment Process
- No Level 2s!
- Conducting the Formal Debriefing Session
- How to Minimize All Common Interviewing Mistakes
-
Assess Each of the 10 Best Predictors of On-the-Job Success
- 1. Talent to Do the Work
- 2. Motivation to Do the Work
- 3. Team Leadership: The Ability to Persuade, Motivate, and Cooperate with Others
- 4. Problem-Solving and Critical-Thinking Skills
- 5. Comparability of Past Accomplishments
- 6. Planning, Management, and Organization
- 7. Environmental and Cultural Fit
- 8. Trend of Performance over Time
- 9. Character: Values, Commitment, and Goals
- 10. Potential
- Spotting Fatal Flaws
- The Professionalism and Quality of the Interview Counts
-
6. Everything Else after the First Interview: Completing the Assignment
- Stay Objective: The First Interview Represents Less Than Half of the Total Assessment
- The Importance of Reference Checking
- What to do in the Second Round of Interviews
- The Panel Interview: A Great Way to Save Time and Increase Accuracy
- Background Verifications: Cheap Insurance You Must Have
- Assessment Testing to Confirm, Not Predict, Competency
- Performance-Based Interview: Putting it All Together
-
7. Recruiting, Negotiating, and Closing Offers
- Recruiting is Not Selling and Other Misconceptions About the Most Important Part of Hiring
- Why Candidates Take Jobs: Understanding and Managing Motivation
- Create the Opportunity Gap by Asking Challenging Questions
- End the Interview on a Positive Note
- How to Negotiate and Close Offers
- Step-by-Step Through the Offer
- The Close: Putting it All Together
-
Overcoming Objections: What to do When Things Go Wrong
- Close on an Objection
- Not Enough Money
- Counteroffers
- Apparent Lack of Promotional Opportunities
- Job Isn’t Big Enough or Not Challenging Enough
- Hesitating to Move to the Next Step
- Lack of Apparent Long-Term Opportunity
- The Take-Away to Address Hesitation or Resistance
- The Push-Away to Demonstrate Growth Opportunities
- Don’t Stop Recruiting from Beginning to End
- Recruiting Brings it All Together
-
8. Implementing Performance-based Hiring
- Is it Too Late to Make Hiring Top Talent a Systematic Business Process?
-
The Basics Steps: Implementing Performance-Based Hiring
- Start Using Performance Profiles
-
Try Out Everything for Just One Assignment
- Prepare a Performance Profile Highlighting the Employee Value Proposition
- Write a Compelling Ad That Can Be Found
- Screen and Interview the Candidate Using the Basic Performance-Based Interview
- Start to Complete the 10-Factor Candidate Assessment Template
- Organize Other Interviewers and Conduct a Panel Interview
- Use the 10-Factor Candidate Assessment Template as the Basis for the Evidence-Based Assessment Process
- Complete the Assessment
- Recruit and Close Using the 30% PLUS Solution
- Try It a Few More Times until You’ve Mastered It
- Conduct a Pilot Program to Validate the Effectiveness of Performance-based Hiring
- Golden Rules for Hiring Great People Every Time
-
Appendixes
- A. The Legality of Performance-based Hiringsm
- B. A Discussion of the Validity of the Structured Interviews Used in the Performance-based Hiring Process
- C. Forms and Templates
Product information
- Title: Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition
- Author(s):
- Release date: June 2007
- Publisher(s): Wiley
- ISBN: 9780470128350
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