A Manager's Guide to Hiring the Best Person for Every Job

A Manager's Guide to Hiring the Best Person for Every Job

5.0 1
by DeAnne Rosenberg, John Rosenberg
     
 

A Manager's Guide to Hiring the Best Person for Every Job
* Using the Master Match Matrix(TM)
* How to structure the interview
* Effective questioning techniques
* Understanding the candidate's personality type

Hiring-and retaining-great employees shouldn't be left to chance.

In today's competitive job market, hiring top employees is absolutely

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Overview

A Manager's Guide to Hiring the Best Person for Every Job
* Using the Master Match Matrix(TM)
* How to structure the interview
* Effective questioning techniques
* Understanding the candidate's personality type

Hiring-and retaining-great employees shouldn't be left to chance.

In today's competitive job market, hiring top employees is absolutely critical. Mistakes could be costly for the company that wants to stay ahead. Yet most managers-no matter how skilled-continue to give short shrift to interviewing job candidates, as if they're letting fate, not expertise, make their hiring decisions.

Now there's a comprehensive how-to guide for hiring accurately-the first time around!

A Manager's Guide to Hiring the Best Person for Every Job is a step-by-step, intelligent strategy guide to hiring-and retaining-the best job candidates. Chock-full of the most valuable interviewing tools and techniques ever packed into a single volume, A Manager's Guide walks both new and seasoned managers through the 40-minute interview, pointing out highlights-and pitfalls-along the way.

With more than 800 sample open-ended questions and a unique interview dialogue with play-by-play commentary, A Manager's Guide gives you tips that will get you past the traditional pat answers and interviewing superficialities and right to the heart of the interview. You'll learn:
* Why "traditional" methods of interviewing are the least accurate predictors of future job performance
* How to structure the interview so you're in control
* Which abilities are most important to a candidate's long-term success
* How to read body language and probe for the real story
* How active listening can save your company thousands
* How to use the Master Match Matrix(TM) to identify the trade-offs among competing candidates
* How to avoid legal problems and pitfalls in the hiring-and firing-process

A Manager's Guide to Hiring the Best Person for Every Job gives you a practical interviewing strategy that generates superior results. For minimum time investment with maximum return on payroll dollars, you can't beat this book.

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Editorial Reviews

From the Publisher
"...Clearly written with useful references, with an easy style and font...Without doubt, this title would be an asset to anyone involved in recruiting staff."(Training, March 2001)
Training
...Clearly written with useful references, with an easy style and font...Without doubt, this title would be an asset to anyone involved in recruiting staff.
Booknews
Rosenberg (author, speaker, and specialist in management education) teaches managers how to conduct an effective job interview using specific interviewing techniques and tools. Topics include how to efficiently and effectively structure an interview, the use of appropriate questioning techniques, how to read significant body- language cues, interviewing for a personality fit, legal and illegal aspects of the hiring process, reference checking, negligent hiring, employer liability, and termination. For both new and experienced managers. Lacks a bibliography. Annotation c. Book News, Inc., Portland, OR (booknews.com)
Superb ResourceThe labor shortage has spawned a number of books on finding, hiring, and keeping good employees. Each vies to fill a niche, competing with a plethora of other books seeking to address the same issue. This one's different.

This manager's guide really is. It really is addressed to managers, along with all the human resource professional who could also benefit from the power contained within its pages. Rosenberg rightly assumes, in her preface, that most managers are totally unprepared for hiring interviews. Corporate interviewers-at all levels-seem to focus on all the wrong things in interviews, rarely looking at how well the candidate might meet the manager's expectations a year down the road. As a result, we all ask the wrong questions, struggle to make hiring decisions on the basis of inadequate data, and practically make fools of ourselves in the process.

Yes, I was using first-person in that last sentence. Guilty! As I read the introduction to Rosenberg's book, where she introduced her dialog-based instructional system, I saw myself. The good, the bad, and the ugly. Honestly, there wasn't a lot of good. All the errors I made in interviewing began flashing in front of me, confirming that this book definitely belongs on my shelf! Amazing-I was learning a wealth of valuable knowledge . . . in the introduction! (Can I apologize now to all my hiring mistakes over the years?)

Rosenberg teaches that there are three factors that determine an employee's long-term success with an employer: the candidate's ability to learn, the candidate's values, and the candidate's cognitive ability. Rarely do interviewers even approach these vital issues. Too often we hire based on a job description that's obsolete, instead of the capacity to learn,

grow, and adjust to our rapidly changing work environment. The key is to determine what the candidate has learned from past experiences, rather than just what was actually done. Do you know the difference between behavioral questions and puzzle questions?

Do you hire people because of something you saw on their resume, expecting them to change? Rosenberg notes that 80% of the candidates we consider live remarkably consistent lives. Their patterns don't change. This book will teach you how to look for those patterns, make sense of them, and equip yourself for much more intelligent hiring decisions. This continual learning went on page after page in this relatively fast-moving book. Another example: use job objectives instead of job descriptions (page 57).

A clear message is that we should engage in a meticulous evaluation, examination, and exploration of the position before speaking to a single candidate. And, then prepare carefully using everything known about the candidate before conducting a structured, focused 40-minute interview.

Rosenberg presents a process she calls the Master Match Matrix. The crux of this approach is preparation, including the right questions to ask. What questions might you ask? Check out Appendix B for ideas-over 800 open-ended questions are waiting for you. This bank of effective questions, well-organized, is worth the cost of the book even without all the valuable explanatory text!

I was impressed that this one volume contains practically anything you ever wanted to know about hiring the right people.

The chapters set the stage, then introduce Rosenberg's Master Match Matrix approach. Next, the reader moves deliberately through chapters on structuring interviews, questioning techniques, listening (including body language), more tools and techniques, and even interviewing for personality fit. Yes, there is even a chapter on what's legal and what's not, followed by a concluding chapter on reference checking, liability, and even termination. Three appendices complement the text,

giving us common errors to avoid, as well as interview questions and additional information about personality fit.

The book's organization, aided by a good index, make this a valuable reference book to pull off the shelf every time you need to interview another candidate for employment. If you apply the lessons Rosenberg shares, you'll spend a lot less time interviewing in the future-you'll have the right people on board and they'll probably stick around a while.

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Product Details

ISBN-13:
9780471380740
Publisher:
Wiley
Publication date:
04/24/2000
Pages:
320
Product dimensions:
6.00(w) x 9.00(h) x 0.73(d)

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