Hire with your head: using performance-based hiring to build great teams 9780470128350, 9781118428702, 1118428706

Table of contents :
Title
Copyright
Foreword
Preface
Chapter 1: Performance-based Hiring: A Systematic Process for Hiring Top Talent
A Rude Awakening-What it Really Takes to Get Ahead
Benchmarking the Best
Hiring is too Important to Leave to Chance
Throw away Everything you know about Hiring
Using A Systematic Process for Hiring Top Talent
Putting the Pieces Together: A Road Map to the Organization of This Book
Chapter 2: Performance Profiles: Define Success, Not Skills
If you want to Hire Superior People, first Define Superior Performance
Sample Performance Profiles. Diversity, Americans with Disabilities act, and the LawIn Brief: The Six Business Benefits of Using Performance Profiles
Chapter 3: Talent-Centric Sourcing: Finding the Best Active and Passive Candidates
The Best People are Looking-Finding and Hiring them is the Challenge
Primary Channels for a Sequenced Sourcing Program
Offer Careers, Not Jobs
Use a Performance Profile as the Foundation for Better Sourcing
Multilevel Sourcing: Use a Series of Sourcing Channels to Ensure A Constant Flow of Good Candidates
Chapter 4: The Two-Question Performance-Based Interview. The Four Core Traits of Universal SuccessThe Most Important Interview Question of all Time
The Second Most Important Question: Visualization and Problem Solving
Gain more Insight using The Two-Question Interview
The Complete Performance-Based Interview: Putting it All Together
The Close: Use Recruiting to end Round One
Fact-Finding: The Most Important Interviewing Technique
Preparation is the Key
The Telephone Interview Sets the Stage for the Candidate and the Interviewer
What not to Ask: The Inappropriate and Illegal Questions
The Performance-Based Interview: Putting it all Together. Chapter 5: The Evidence-Based AssessmentImplement an Evidence-Based Assessment Process to Improve Selection Accuracy
Organizing the Interview
Conducting the Evidence-Based Assessment Process
Spotting Fatal Flaws
The Professionalism and Quality of the Interview Counts
Chapter 6: Everything Else after the First Interview: Completing the Assignment
Stay Objective: The First Interview Represents Less than Half of the Total Assessment
The Importance of Reference Checking
What to do in the Second Round of Interviews
The Panel Interview: A Great Way to Save Time and Increase Accuracy. Background Verifications: Cheap Insurance you Must HaveAssessment Testing to Confirm, Not Predict, Competency
Performance-Based Interview: Putting it all Together
Chapter 7: Recruiting, Negotiating, and Closing Offers
Recruiting is not Selling And Other Misconceptions About the Most Important Part of Hiring
Why Candidates Take Jobs: Understanding and Managing Motivation
Create the Opportunity Gap by Asking Challenging Questions
End the Interview on a Positive Note
How to Negotiate and Close Offers
Step-By-Step Through the Offer
The Close: Putting it all Together.

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