- Gebundene Ausgabe: 334 Seiten
- Verlag: John Wiley & Sons; Auflage: 2 (22. Oktober 2002)
- Sprache: Englisch
- ISBN-10: 0471223298
- ISBN-13: 978-0471223290
- Größe und/oder Gewicht: 16,2 x 3 x 23,2 cm
- Durchschnittliche Kundenbewertung: Schreiben Sie die erste Bewertung
- Amazon Bestseller-Rang: Nr. 1.408.927 in Fremdsprachige Bücher (Siehe Top 100 in Fremdsprachige Bücher)
- Komplettes Inhaltsverzeichnis ansehen
Hire With Your Head: Using POWER Hiring to Build Great Companies (Englisch) Gebundene Ausgabe – 22. Oktober 2002
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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.
"If you want to hire superior people, use a system designed to hire superior people, not one designed to fill jobs."
A proven system for hiring superior people is exactly what you'll get from this updated and better-than-ever Second Edition of Hire with Your Head. Any organization is only as strong as its weakest link. As such, it's crucial to avoid recruiting people who weaken the chain or adversely affect your organization. Of course, there is no foolproof method for knowing exactly how candidates will work out if you hire them, but there are precautionary methods you can use to eliminate those candidates who definitely won't work out. Written by veteran headhunter Lou Adler, this powerful resource-widely acclaimed by managers and human resources pros-gives you the tools to sidestep potentially costly mistakes by making better judgments on who fits the bill and who doesn't.
Though most managers understand the importance of hiring wisely, many don't know how. In the end, they often choose prospective employees based on gut reactions. While this strategy sometimes works, more often it leaves managers with ineffectual or unmotivated employees. Decisions based on emotions, biases, personalities, or stereotypes often reveal themselves as bad decisions in hindsight. The key to dodging this pitfall is to train yourself to base all of your hiring decisions on reason, not emotion.
Hire with Your Head shows you how to focus on candidate performance rather than your own impulses. It covers the fundamentals of sound hiring, including proper interviewing and assessment techniques, and outlines these techniques through Adler's patented POWER Hiring(r) process, a method that addresses and solves all the problems and inconsistencies of the hiring process. Based on his extensive experience as both a headhunter and an executive-level manager, this practical and proven approach consists of five steps:
* Performance profiles-define success, not skills
* Objective evaluations-conduct a complete objective assessment with only four questions
* Well-developed sourcing plans-sourcing is marketing, not advertising
* Emotional control-measure performance before personality to remain objective
* Recruiting effectiveness-recruiting is career counseling, not selling
Updated to include new material on using the Internet to hire and recruit, approaching passive candidates, and achieving diversity and maintaining legal compliance in your practices, Hire with Your Head is better than ever. Packed with invaluable tips and helpful exercises, as well as useful checklists and revealing benchmarks, it's the indispensable, hands-on guide every manager needs to hire the right person every time.Alle Produktbeschreibungen
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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.
It's clear this is not a book about interviewing. It is a book about hiring great people. While interviewing is a part of it, Mr. Adler clearly shows that understanding job needs, recruiting, sourcing, negotiating offers, and maintaining objectivity are the keys to hiring the best.
If you want to hire great people this is one book you should add to your library.
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?