By Pierre Mornell
Now in Paperback!People are the main precious asset in today'¬?s fiercely aggressive place of work. In HIRING clever, now to be had in paperback for the 1st time, Dr. Mornell delineates forty five basic options for "people reading"-observing a candidate'¬?s habit and predicting what they'¬?ll be like within the workplace-that nearly warrantly hiring the absolute best candidate for any activity. An authoritative advisor to hiring activity applicants from one of many world'¬?s major specialists in human source development.The hardcover variation has been translated into 8 languages and has bought greater than 40,000 copies.
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Additional info for 45 EFFECTIVE WAYS FOR HIRING SMART: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game
It is a “significant increase” over previous years, according to Donald McCabe of Rutgers University, who headed the survey team. And McCabe added, “Their logic? ” Given these realities, a resume must always be verified. For example, let’s say that you’re interested in a candidate. He’s perfect. Yet you know a high percentage of people fudge on their college credentials, and that young people are fudging in record numbers. Whether it’s due to intense competition, or the attitude that “everybody’s doing it,” you can check a candidate’s resume even before the interview, if you choose.
20 H I R I N G S M A R T Pre-Inter view Strategies If appropriate, regardless of the material already in your file, ask the candidate to send a resume with a one-page cover letter that briefly highlights his or her life and background. 2: your initial phone call. Ask for a Letter and Resume This request provides the following information: Is the response slow or prompt? How long before the letter and resume arrive by mail or fax? Is the can- didate literate or illiterate? Sloppy or neat? ” As you can imagine, I saved myself an interview.
Does the candidate see problems, suggest solutions? 26 H I R I N G S M A R T Pre-Inter view Strategies For example, at the end of a day’s seminar for American Golf Corporation, which operates more than 250 golf courses in North America and Europe, the management committee decided that all their potential employees, including hourly workers, would be required to visit one of their golf courses before the interview. They’d then be asked to comment on the course’s overall condition, the cleanliness of the clubhouse, the ease of obtaining starting times, the food and beverage facilities, as well as customer service.
45 EFFECTIVE WAYS FOR HIRING SMART: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game by Pierre Mornell