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Recruiting & Retaining Employees For Dummies helps HR professionals, managers and small business owners determine how the job opportunities and compensation packages they offer stack up to the competition.
This book gives you extensive advice on how your company can better sell your image via print-ad placements, online job boards, Web sites, trade publications, industry shows, etc. This friendly guide breaks down advanced recruiting tactics such as industry networking, employee incentives for referrals, snaring graduates at job fairs, and unusual sources for star recruits. And it provides strategies on how to reel in hot prospects-the best way to screen resumes, interview, and make offers to get the top candidate.
About the Author
Paula Manning and Jennifer Brugh, co-owners of Triad Resources, place hundreds of employees each year at firms ranging from Fortune 500 companies like Exxon and Merrill Lynch to start-ups and consulting firms.
Table of Contents
PART I: The Recruiting Wars: Can You Compete?
Chapter 1: The Right Stuff: How Your Package Stacks Up.
Chapter 2: So Why Would I Want to Work for You?
Chapter 3: Planning Your Recruiting Strategy.
Chapter 4: Recruiting 101: Mastering the Basics.
PART II: Sell Yourself! How and Where to Advertise Your Jobs.
Chapter 5: Writing the Dynamite Job Description.
Chapter 6: Mining the Net: Secrets of Successful Online Recruiting.
Chapter 7: First Impressions Count: Using Your Web Site to Win Employees.
Chapter 8: Selling Your Company: The Low-Tech Options.
PART III: Need More Power? Advanced Recruiting Tips.
Chapter 9: Getting Your Employees Involved in the Recruiting Game.
Chapter 10: Who's Hiring the People You Need and How Can You Turn the Tables?
Chapter 11: Grabbing the Grads.
Chapter 12: Tapping Untapped Resources in a Tight Labor Market.
Chapter 13: Calling in the Pros: When It's Time to Use a Recruiting Agency.
Chapter 14: Making Your Presence Known: Sponsorship, Advertising, and Other Tricks.
Chapter 15: Staying Ahead of the Curve.
PART IV: The Nibble: How to Hook a Hot Prospect.
Chapter 16: "I'm Interested in Your Position ": Making First Contact.
Chapter 17: Is Your Applicant Qualified? Top Techniques for Resume Screening.
Chapter 18: Narrowing the Field: The Phone Screen.
Chapter 19: The Application: Writing It Right.
Chapter 20: The Interview.
Chapter 21: Avoiding Legal Land Mines.
Chapter 22: Pre-Employment Testing.
PART V: Reeling in Your Catch: The Closing.
Chapter 23: After the Interview: Timing Is Everything!
Chapter 24: Keeping Your Prospect Hooked.
Chapter 25: The Pre-Employment Screening.
Chapter 26: Making Your Move: When It's Time to Extend an Offer.
PART VI: Once You Catch Them, How Do You Keep Them?
Chapter 27: The High Cost of Turnover.
Chapter 28: Make Your Employees Love You.
Chapter 29: How You Know They're Happy Measuring Employee Satisfaction.
Chapter 30: Keep the Competition from Stealing Your Employees.
PART VII: The Part of Tens.
Chapter 31: Ten Keys to Being a Successful Recruiter.
Chapter 32: Ten Biggest Interviewing Mistakes.
Chapter 33: Ten Great Referral Program Ideas.
Book Registration Information.
Most Helpful Customer Reviews
Recruiting and retaining employees is increasingly difficult. Among finicky job seekers, yesterday¿s ¿Wow!¿ has become today¿s ¿no thanks¿ almost overnight. For recruiting and human resources professionals, this book serves as a wake-up call for a field that has undergone profound change over the last few years. The authors didn¿t just rehash what everybody already knows about the subject; potential readers making that tragic assumption will be cheated. Today¿s top employees are more demanding, transient, and highly sought after than ever. Brugh and Manning have assembled an essential tool for keeping abreast of today¿s mercurial recruiting environment. This book is an essential read for those wishing to exercise responsible stewardship over their companies¿ most valued assets.
I read this book over the weekend and feel excited again about my hiring responsibilities. With the changes we are seeing this year in the market and while so many companies have to lay off people, we need to take a serious look at how to keep the good employees and maintain a positive attitude among those who remain. Moreover, we need to be even better at hiring the right people who can add to a positive attitude. This is particularly difficult since there are so many more candidates to filter through in the market. This new book shows a strong understanding of the issues and provides great insight on how to address them. This is a great read for internal recruiters, HR managers and hiring managers.