The Effective Hiring Manager (Hardcover)

· 제목 : The Effective Hiring Manager (Hardcover) 
· 분류 : 외국도서 > 경제경영 > 인력관리
· ISBN : 9781119574323
· 쪽수 : 240쪽
· 출판일 : 2019-10-01

Introduction

About Manager Tools

A Note about Data

A Note about Gender

Section 1: Principles

1 The First Principle of Effective Hiring – Don’t Hire

How To Solve A Hiring Problem Without Hiring

2 The Second Principle of Effective Hiring: Set Your Bar High

3 The First Principle of Effective Interviewing: Say No

Section 2: Preparation

4 Behavioral Interviewing and Preparing Your Hiring Criteria

Looking Beyond Traits and Characteristics

Knowing the Necessary Behaviors for the Job

5 Creating Behavioral Interview Questions

How A Simple Behavioral Interview Question SOUNDS.

The Three Parts Of A Simple Behavioral Interview Question—And Why.

6 Behavioral Interview Question Examples

Section 3: Screening

7 Screening Resumes

Titles—What To Look For

Dates—What To Look For

Companies—What To Look For

Career Progression—What to Look For

Responsibilities—What to Look For

Accomplishments—What To Look For

Education—What To Look For

Accuracy—What To Look For

Density—What To Look For

How To Decide Whom To Screen Further

8 Screening Social Media

9 Conducting Phone Screens

30 Minutes Is Enough

You Make The Phone Call

Give Them A Brief Process Overview

Start with Tell Me About Yourself (TMAY)

Ask 1–2 Behavioral Questions Time Permitting

No Need To Share Your Decision At The Time

10 Having Human Resources Conduct Phone Screens

Section 4: Conducting Interviews

11 Video and Telephone Interviews

12 Effective Final Interview Process

You Start – (30) Minutes – No Interview – Brief Logistics

(All) Of Your Directs Interview.

You Interview Last – 90–120 Minutes.

13 Physical Interview Set up

14 No Panel Interviews

Reason Why Not #1: The Right Way

Reason Why Not #2: Loss Of Multiple Effective Perspectives

Reason Why Not #3: Negative Correlation to Effectiveness

Reason Why Not #4: Candidates HATE Them

Reason Why Not #5: They’re Not Safer

15 How To Conduct Technical Interviews

16 Each Interviewer Uses The Same Set of Questions

The Importance of Asking the Same Questions

Preparation Makes for a Productive Interview

17 The Basic Structure Of Each Interview

Introductions

Brief Small Talk

Interview Overview

Tell Me About Yourself.

Core Behavioral Questions Come Next

Custom/Targeted Questions.

Answering Questions

How To Evaluate Candidate Questions

18 How to take notes

Pre-Print The Questions On Your Answer Sheet.

Handwritten Notes Only

Write Down As Much As You Can

Write Down Exactly What You Hear

Use Abbreviations

19 How To Probe Behavioral Interview Answers

All good probes start with an apology, and then ask for the additional information.

Probing For A Critical Behavior: Communication

Section 5: Deciding And Offering

20 Interview Results Capture Meeting (ICRM)

Meeting Logistics

Use The “What and Why” Method Of Reporting.

Deciding Whether to Make an Offer

How To Decide When Interviewing Multiple Candidates

21 How To Check References

1. Start With An Admission and Factual Questions.

2. “Would you please confirm the dates of employment?”

3. “Could you confirm the job title for me please?”

4. “Please comment on the accuracy of the following job description.”

5. Always Be Thankful To Build Rapport.

6. Then Progress to More Substantive Questions.

7. “I was told about Project X. Can you confirm his involvement?” Followed by, “Can you tell me about the results?”

8. “What was his best contribution?”

9. “What would you say his areas for improvement are?”

10. “We are looking at him for ____ role—how would you assess that fit?”

11. “If you were me/us, any concerns about employing him/her?”

22 How To Offer

Do Some Prep Work.

Consider Increasing Parts Of The Offer.

Make The Offer The Moment You’re Ready And You Can.

Don’t Wait To Make An Offer In Writing

It’s Okay To Leave A Voicemail.

Be Upbeat. Don’t forget praise and congratulations.

The 5 Components of an Offer

Ask For Acceptance

Make Yourself Available For Questions.

Make HR Available

Keep Others On Hold.

Call Every Three Days For An Update.

23 How to Decline

You’re Obligated to Notify a Candidate of a ‘No’ Expeditiously.

You Can Wait For An Acceptance Before Notifying a Declined Candidate.

You Can Rule Candidates Out Before You Make a Hire.

Be Direct and Simple When You Inform Them.

You Can Offer Feedback, But You Don’t Have To.

24 How to Handle Two Viable Candidates

Communicate Personally and Directly With Both Candidates.

Immediately Communicate To Both That The Decision Is Pending.

Shortly Thereafter, Offer The Top Candidate.

Section 6: Onboarding

25 Onboarding New Hires

The Phases of Onboarding

Discipline Makes Learning Possible

Switch From Weaknesses to Strengths

Communicate and Report

The Manager Tools Onboarding Checklist

Afterword

Acknowledgments

About the Author

Index