Hiring Great People removes the guesswork from the hiring process, giving you solid, no-nonsense tools and processes to identify and attract your industry's 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 company's long-term success.
Are you experiencing the pains of trying to attract the right people for
your jobs and being disappointed with your results? Are you having a
hard time identifying which applicants would be most likely to succeed
in your jobs? If so, you are not alone.
No matter how big or small your business may be, and regardless of what
industry you are in, managers across the country are under pressure to
find and keep high-performing employees. Low unemployment, the
increasing demand for technical skills, and the need for a multiskilled
workforce have presented new challenges to the hiring process. In order
to compete in today's global market, companies must have access to
cutting-edge information, tools, processes, and ideas that will help
them recruit and select people who are capable of making real
contributions to their company's future success. That is the objective
of this book.
Why Read This Book?
Think of this book as your complete resource guide to hiring. From front
to back, this book contains practical information that can save your
company time and money in the hiring process. Many of the techniques and
tips described can be implemented quickly and without a lot of resource
investment; others may require more investment up front, but pay out
large dividends in the long term.
Over time, the cost of turnover, poor quality, and low productivity will
always be more than the costs of investing in an effective hiring
process. Consider the time spent interviewing candidates and training
new hires. Now think about other factors that contribute to the cost of
making a poor hiring decision, such as advertising, training, decreased
productivity, and related administrative duties. The table below shows
the average cost of hiring a candidate for a position at an annual
salary of $35,000. As you can see in the table, making even one poor
hiring decision can be quite costly.
Overview of the Book
In the first chapter, you'll learn the steps you need to take to
identify the knowledge, skills, abilities, and motivations that are
required for success in your jobs. This chapter serves as the foundation
for every other chapter of the book.
In the second chapter, we talk about discrimination and some of the
major federal laws affecting the hiring process. While this chapter is
not meant to be a thorough review of the law, it does provide a sound
rationale for using standard selection procedures similar to the ones we
describe in later chapters.
In Chapter 3 you'll learn how to "market" your company in a way that
will attract the applicants that you are seeking. In this chapter, we
present a variety of advertising and public relations activities that
will catch -- and keep -- the attention of today's most desirable
candidates.
In Chapters 4 and 5, you will learn how to use your employment
application as a screening tool. We show you how to set up a structured
system for screening applications and résumés and
determining which applicants should be invited to participate in the
next stage in the hiring process.
Chapters 6 and 7 deal with interviews. We first talk about how to avoid
some of the most common pitfalls to interviewing, and then you'll learn
how to conduct an interview that will help you to better predict success
on the job.
In Chapter 8, you will learn how to assess a candidate's motivation to
do the job.
Competency-Based Job Descriptions.
Legal Issues.
Attracting the Right Employees.
Applications as Screening Tools.
Screening Resumes.
Interviewing Basics.
Structured Interviewing Techniques.
Evaluating Motivation to Perform the Job.
How to Use Testing.
Background Checks.
Making Final Selection Decisions.
Offer and Orientation.
Alternative Staffing Options.
