Book Description
Heneman and Judge’s Staffing, 5th Edition, is based on a comprehensive staffing model. Components of the model include staffing models and strategy, staffing support systems (legal compliance, planning, job analysis and rewards), core staffing systems (recruitment, selection, employment), and staffing system and retention management. Up-to-date research and business practices are the hallmarks of this market leading text. In-depth applications (cases and exercises) at the end of chapters provide students with skill-building and practice in key staffing activities and decision-making. A comprehensive running case involving a fictitious retailing organization provides even greater opportunity for in-depth analysis and skill building. Students also have the opportunity to address ethical issues at the end of each chapter.
Customer Reviews:
Student opinion.......2007-04-19
I am currently reading this book for a class. The class consensus is that is has useful information but it is written in a research manner vs. a teaching/learning manner. This makes it an extremely dry and boring read much of the time. The chapter on measurements was excrutiating to read and retain. It is definately written with larger corporations in mind. As useful as the information in this book is, it is written in a manner that is not as conducive to student learning in my opinion. I think that this book could be much better than it is.
Staffing Organizations.......2007-02-13
This is a required book that I had to purchase for one of my HR classes. In fact the name of the class was Staffing Organizations. The book is very easy to read and has alot of useful information. Great for recruiters.
Great Concept but Outdated.......2004-10-08
This is the book I've assigned to graduate HR Management students studying staffing. It does the job, but needs more than just a cosmetic overhaul - which is what happened between the former edition and this one.
Staffing remains the most strategically influential activity HR professionals can perform, and yet this book says so little about:
o Organizational strategy
o Web-based recruitment
o Internet-based interviewing and screening technique
o Interactive engines for applying for jobs, e.g., Wal-Mart
Its min-case studies are OK, but, again, so outdated.
Make this book as good as it used to be, Dr. Heneman!!
An in-depth exploration of the Staffing function.......2004-01-29
I personally loved this book. Its content is enriched with a wealth of professional and practical theory about corporate staffing strategies and systems. The Staffing Organizations Model that shapes the structure of this text is considered a profound, intergrated, and coherent framework for the dynamic realm of staffing. The model's flow is logical, commencing from legal compliance and job analysis and concluding with employee retention management. The book helped me develop a sound conceptual map of what Staffing is, what it includes, and how its sub-systems interrelate. I recommend this book to all people who are interested or work in the Staffing field.
A Solid Human Resources Recruitment and Staffing Guide.......2003-11-24
As a human resources professional and a graduate student at Troy State University, I found this text to be very insightful in all aspects of researching, designing, planning, and implementing various internal and external staffing strategies, policies, procedures, and practices. This text is definitely an invaluable reference book that should be a part of any human resources professional's library.
Book Description
The ultimate tool for smooth dialogue and high billings! The Almanac contains countless recruiter-tested tactics for handling every phase of the search process, including: The target market presentation for new business development---The quick counteroffer countertactic---The silent observer technique for interviewing control---The take-away close---The one question you should always ask before extending an offer. Also includes over 25 practice dialogues to help improve your selling vocabulary and handle difficult situations with ease. A vital source of ammunition for rookie and veteran recruiters alike. A terrific value! Paperback, 144 pages. Bill Radin is a top-producing recruiter, manager and trainer whose innovative techniques have helped thousands of recruiting professionals achieve peak performance and career satisfaction. "Right on target! The Recruiter's Almanac is readable, reliable, rational and respectable." ---Robert O. Snelling, CEO, Snelling Personnel Services.
Customer Reviews:
Must Have for Newer Recruiters.......2007-07-16
If you are a newer recruiter, I would highly reccomend you buy this book. I read it from cover to cover three times, and have modified several of the scripts to my own style and have them pinned up at my desk. They are a great reference for overcoming objections, and I use them daily.
Useless book.......2007-04-04
This is a useless book, dont waste your money on this. This book is for someone who does not know anything about recruitment process. If you are a beginner then there are other choices also....there is nothing special in this book.
Good for any recruiter.......2007-01-10
I bought a copy of this book for each member of my staff. We read a chapter or section each week and discuss at our weekly staff meeting. We have found many good scripts, retorts and strategies that we can use in our business. I will say that some of the scripts were too harsh for our tastes. We are all female and all agreed some of the scripts would make us very uncomfortable to say. Maybe a man would see them differently? Regardless, the overall learning is tremendous. Something to keep on your desk at all times and re-read often.
For Recruiters by a Recruiter.......2007-01-09
Good workbook for going over all your recruiting methods and procedures. A very good help mate.
Important base for recruiters.......2004-07-04
Perfect book for recruiters. Clearly and easily. Best book to systematize your knowledge, skills and get new. I reccomend it.
Book Description
Competition for skilled employees is fierce! This book provides comprehensive, practical advice to employers to get and keep the people they need.
It covers such vital topics as what workers want--including a sense of making a real impact in their jobs and getting learning opportunities; why workers leave--sometimes just because they can (it's so easy to find a new job), often because they feel undervalued or bored where they are; and what best-practice companies are doing to attract and retain the talent necessary to remain competitive.
Expert Diane Arthur discusses:
* Both traditional and new strategies, including a huge array of special incentives and perks
* Online recruiting via sites like Monster.com or a company's own Web site
* Successful programs from Cisco Systems, Bank of Boston, Eli Lilly, McDonald's, and dozens of other companies, including many small firms
* Competency-based recruiting and interviewing, contingent workers, telecommuting and other alternative work arrangements, future trends, and more.
Customer Reviews:
A Truly Great Challenge.......2001-06-27
I cannot think of a greater challenge to organizations today than to find, hire, and then keep peak performers. This is one of two books which I have just read. Both suggest excellent strategies and tactics to meet this challenge. (The other is authored by Harry E. Chambers.) But what if an organization now has few -- if -- any peak performers? Obviously, it must develop them. How? In Hidden Value, O'Reilly and Pfeffer explain how great companies achieve extraordinary results with ordinary people.
You can also hire them. In my opinion, one with which Arthur may agree, organizations must be constantly, indeed aggressively involved in recruiting all the time. That is to say, at least decision-makers must be identifying "the best and the brightest" workers employed elsewhere. Perhaps there is no need for them now. Even so, it is important to know who they are, to establish contact with them, and then stay in touch. One CEO I know has a simple but very effective strategy. Whenever she encounters someone who makes a highly favorable impression on her, she offers her business card. "I know you are very happy where you are now. That's great. And frankly, we do not have a suitable position available at the moment anyway. However, if you ever think about making a change, please give me a call. I'd really like to hear from you." Perhaps 18-24 months later, that person calls her.
Arthur organizes her material within 11 chapters, ending each with a summary of key points. She then provides two especially informative appendices: "Employee Benefits Glossary" and "Legal Issues." Her advice on using an outside source (e.g. an executive recruitment firm) to help generate and screen candidates will be most beneficial to larger organizations. However, almost all of the other material will be of substantial assistance to any organization, regardless of its size or nature. All by itself, Chapter 6 is worth the cost of the book. In it, Arthur offers a wealth of suggestions concerning competency-based recruiting and interviewing, correctly stressing the importance of first establishing a solid pre-recruitment foundation, one which takes into account questions such as these which anyone involved in the interview process should be prepared to answer fully:
1. Am I thoroughly familiar with the qualities being sought in an applicant?
2. Are these qualities both job-related and realistic?
3. Can I clearly communicate the duties and responsibilities of this position to applicants?
4. Am I prepared to provide additional relevant information about the job and the company to the applicant?
In other words, whenever a position becomes available, take full advantage that opportunity (a) to determine whether or not it should be filled and (b) if it must be filled, to identify job-specific competencies (prior to recruitment) and other factors which are necessary for success. In Chapter 7, Arthur includes Exhibit 8-1 which lists and briefly discusses "Reasons for High Turnover." For those organizations which have a problem with employee attrition, Arthur suggests a number of probable causes. In fact, I think all of the "exhibits" are informative, as with chapter summaries helping the reader to focus on key points which can easily be reviewed later. I also highly recommend Exhibit 11-1 in the final chapter which lists and briefly discusses 20 "Future Job Projections"; Arthur also includes Web sites which offer additional information about each, such as "workplace concierge" and "corporate anthropologist." Good stuff indeed.
Arthur's expert guidance can help any organization to formulate or refine a cohesive, comprehensive, and cost-effective system by which to recruit and then retain the people it needs. Obviously, I think highly of her book. However, given the importance of the issues it addresses as well as the serious implications of decisions which must be made, I strongly recommend that several different sources (including hers) be consulted. Amazon.com identifies a number of possibilities; those who review them can assist the selection process.
Amazon.com
By now the whory notion of doing a tell-all book about your boss, the President, is a hoary one too. (It dates back to Ike, who got the treatment from one of his doctors.) But with this book, the Clinton administration breaks new ground by being on the receiving end of a kiss-and-sell from a member of the White House security staff. Aldrich was an FBI agent assigned to the White House under both Bush and Clinton who, as this book makes clear, didn't think the changeover was progress. He mostly fixes on anthropological differences: the Bush staffers were neat and straight, the Clintonites were sloppy and had kinky work- shift sex a stone's throw from the Oval Office. Who knows if it's true? Who knows if Aldrich was debating between this and other more devastating forms of revenge available to a presidential guard?
Book Description
#1 New York Times Bestseller.
Customer Reviews:
Worth a read before the elections..........2007-09-03
The Aldrich account of the treatment of the White House and the Presidency rang true from the first page. Tied together with what coverage there was and has been in the media, then and now, his first hand detail of the Clintons complete disregard for our security, standards, and code of conduct is hard to ignore.
I think he risked a great deal publishing this book and find it sad that so many did not listen.
Turned My Stomach.......2007-08-24
The utter lack of respect the Clinton's have for this country our military and each other never cease to amaze me. The incompetance during the Clinton 'administration' is thoroughly laid out in this book written by a top FBI agent who was there.
There are a lot of typos in this book which can get irritating. I give them a pass because of the importance of the overall content. The truth is not in the typos as people like Al Franken would have you believe.
If you want more stomach turning facts about these two clowns, try Robert "Buzz" Patterson's book, 'Dereliction of Duty'. Patterson was Bill Clinton's top military aide. He was at the former presidents side at all times when he was on duty.
Read This BEFORE You Vote for "Her".......2007-07-08
This is a MUST READ which for a long time was unavailable.
The FBI (at whose orders?) refused permission for publication.
The book was privately published by brave people in, of all places, California, and was almost impossible to get. It's an eye-opener and really worth owning.
Don't Vote for Hillary 'Till You Read This.......2007-05-31
I read this book years ago, but I recommended it again just today. If even a fraction of it is true (and I suspect it is a whole lot more than a fraction), it is REALLY scary.
Substantial and important book.......2007-04-12
I found this book very interesting. I'm British, but I take an interest in American politics. In this book ex-FBI agent Gary Aldrich relays his impressions and experiences of the Clinton White House.
AS is obvious from some comments in reviews here, the fact that the book has the political arena as its background means some strong reactions will be stirred almost by default.
But I did not find Aldrich was trying to score political points. His is actually something of a matter of fact analysis of more nuts and bolts issues surrounding the functioning of the White House. And he obviously cares very much about the dignity, efficiency and security of the place. And indeed, through his work he is obviously very knowledgeable about it. Which was one reason I found the book interesting, because it allows a glimpse into some of the basic mechanics of the place at the centre of American politics.
But even though I guess political loyalties will be fired up, it is quite plain to me that the book transcends these, and is in fact about what endures in the system of government beyond them. And although some individuals might get hot under the collar because of political considerations, nevertheless I suggest persons of any political persuasion should really be able to see the issues run deeper.
As for the reliability of the book, surely, the obvious basic fact of the matter is that Aldrich is an eminently credible and authoritative source. His job was to dispassionately and meticulously assess character in the highest office in the land for the sake of the standing of that office. A job he evidently took pride in, took very seriously indeed, did well and was respected for. It's obvious to me the man had Public Servant written all over him. I suggest he has proven a faithful servant to his nation.
I do not sense political opprtumism in this book, but moral courage. Aldrich seems to me to be a decent guy who felt it wrong to just shut up. And in so doing he offers an affirmation of the existence of bedrock decency in law enforcement agencies, itself no small matter.
I can't imagine he took the decision to publish lightly. It seems there was something very wrong in the corridors of power and Aldrich felt duty bound to alert the country. No matter what actual political persuasion Aldrich himself may have, this book is not in itself about that, and I think it's only reasonable to recognise this in assessing it.
I think the book is actually well written, which is part of its effectiveness. But it's not the fancy writing of the novella, its that of the informed, matter-of-fact report. Aldrich cuts to the chase, and his style is fluid and concise, making it very easily readable.
I highly recommend it. It obviously raises specific concerns, but more than that I think it raises fundamental questions about the nature of government in the USA; questions, for instance, pertaining to distinctions between process and personality, important issues when considering the mechanics of democracy.
Product Description
High Impact Hiring Is Your Essential Step-by-Step Guide to Conducting Interviews that Get Results and Eliminate Costly Hiring Mistakes. This Book Will Show You How Easy it is to: Uncover an often overlooked set of competencies that are responsible for almost all job failures; Build a job-related interview that gets you solid, reliable information about a job candidates skills; Use the Response Pyramid and SAFE techniques to learn about a candidates strengths and weaknesses. High Impact Hiring is clear and easy to follow. Its loaded with practical examples and expert advice.
Customer Reviews:
Costly mistake!.......2002-06-30
In December 2001 I recruited a person to our business and because I hired on my gutfeeling I made a very expensive mistake. Now seven months later after enormous amounts of energy and resources devoted to that person I had to fire him.
This book has thought me the importance of looking at working habits and past actions when hiring people. Maybe you can teach a old dog to sit - but who has the time and money for that!
If you are hiring - buy this book and do it right!
The Hiring Process - Will make or break your business.......2002-06-02
"High Impact Hiring" by Del Still is a must read for everyone from the President of a Company to the Dept. Manager charged with interviewing & hiring decisions. Once you have read this book you will find you are more equiped to gather the pertinent information on candidates which will ultimately give you greater success in this most important decision. Hiring the right individual is one of our Corporate clients greatest challenges so we have been giving this book to them to assist in facing the hiring hurdle. With the assistance of the book they are capable of meeting the hiring challenge with confidence. As the President of one of Southern California's premier CPA firms I am involved in all of our own internal hirings and am so grateful to have read this book. My advise to those of you who are involved in this process is "Don't hire without first reading this exceptional book!" Your business cannot afford the wrong individual. Creating an exceptional company can only be acheived with exceptional people within an organization.
"You win by building an exceptional work force".......2001-04-25
"Making the right hiring decision is more important today than ever before." Del J. Still writes, "I don't have to tell you about the impact of smarter competition and globalization of today's business on profits. I'm sure you've felt the pressure. If not, you will. Even the smallest company cannot afford to operate as they have in the past and expect to suceed in today's pressure-filled environment. How do you win? You win by building an exceptional work force"(p.19).
In this context, throughout the book, he presents his 7-Step interview model that can be summarized by one seven-letter word- 'PROCEED.' He argues that "It is an acronym where each letter represents one step of the process. 'PROCEED' is your blueprint to interviewing success. You'll be amazed at the results you achieve when you follow this process, step-by-step"(p.42).
Step 1: Prepare
* Identify existing superior performers
* Create a job description for the position
* Identify the competencies or skills needed to do the job
* Draft interview questions
Step 2: Review
* Review questions for legality and fairness
Step 3: Organize
* Select your interview team and your method of interviewing
* Assign roles to your team and divide the questions
Step 4: Conduct
* Gather data from the job candidate
Step 5: Evaluate
* Determine the match between the candidate and the job
Step 6: Exchange
* Share data in a discussion meeting
Step 7: Decide
* Make the final decision
Finally, he writes that "Even though the material I have included in this book is based on years of research and practical experience, it can always be improved. I encourage you to experiment with the methods and discover what works best for you...The cardinal rule is to 'stay legal' and 'play fair.' The 'best' thing you can do is put someone in a job where their competencies closely match the requirements. The 'worst' thing you can do is the opposite"(p.221).
Highly recommended.
The Ultimate Interviewer's Handbook.......2001-04-01
With all the books on hiring out there, I didn't expect to find one that showed me a system that worked flawlessly. This is a must have book if you are at all involved in the hiring process. It's worth its weight in gold! Buy it before it sells out. Enough said.
Proceduralizes Interview Techniques.......2000-06-27
Over the dozen years that I've been interviewing and hiring staff, I have "self-developed" many of the techniques the author presents. However, I had not formalized them. This book provides methods and procedures, helps develop a mechanical thought process, to structure the pre-interview selection, the interview, and the post-interview analysis.
I used the book to augment my own "self-grown" interview process recently and with tremendous success.
This book is a "must have" arrow in every manager's quiver; young or old, new or mature. Whether you have "home-grown" an interview technique, had HR force one upon you, or are looking to develop a strategy, this book will help.
Book Description
Find the right candidate for the job every time
Adler's insightful new POWER hiring methods enable managers to attract, assess, and recruit the best candidates through the integration of online tools and offline behavior modifications. New information on hiring and the Internet, diversity, and legal compliance issues is included.
Customer Reviews:
A definite must read for any manager.......2006-11-28
I highly recommend Lou Adler's book, Hiring with Your Head, for any hiring manager seeking to hiring the best talent. Hiring with Your Head provides an overview of a proven systematic approach for hiring superior people by focusing on their past performance rather than relying on intuition.
Lou Adler provides a methodology for critically assessing candidates' potential for evaluating how well their past accomplishments meet the requirements for a position. He also goes into depth on how to successfully source and recruit talented individuals to your company.
The star is for the digital version, and Amazon customer service!.......2006-06-04
Beware: If you buy the digital version from Amazon, it forces you to use Microsoft identity, and you will not be able to download the file then load it in your reader... No, you must open up a security hole in your firewall to make the pre-file send encrypted information to God knows where, then you can only read it on that identity. It is Microsoft bound so I don't know if you Mac guys or Linux guys are covered here, on PDA side, forget PDA that is not the right terminology, Pocket PC it should say.
The whole thing is Microsoft bound, and if you like me are behind a corporate firewall you are unable to get the book at all.
Customer service will read 1% of what you write and even ask you to include the order # on your replies... not via email, but like all corporations with customer service which really sucks. You must login to there webpage and email from there, no inconvenience to great... When you at the end ask if they can replace with the paperback version, they ignore it completely and send an auto- responder returning the money to your credit card... I wanted the book, but that is not possible unbelievable enough, the order I ordered it with which still is not shipped from Amazon could not have the paperback added, so if I wanted it they could send it as an extra for 12 $ in shipping costs on top, instead of helping me save by tossing it in a pack still to be sent!
I believe this book could be great, but due to the extreme restrictions on this e-book and lack of service mentality I will never find out. So for all I recommend you to buy the paperback version, to avoid the dissapointment.
Good Practical and Relevant.......2006-03-22
OK let's get it out there... people who have very little to live for read business books. 99% of the stuff written is of the most egregious quality known to mankind -- people with any sense avoid the business section in any bookstore. It is the special writer indeed that can make their experiences relevant to the rest of us, impart knowledge and wisdom, who goes beyond the pump-me-up-and-let's-all-feel-good-and-happy-clappy version of corporate America -- the kind commonly encouraged in some national sales conventions. You know! The type that tries to convince you they have secrets of business success by regaling you with stories on how important their "new" business discoveries really are, when really they are variations on the benefits such banal things as getting up early, not watching too much TV, changing your socks, and giving people hell the occassional time (preferably all of the above done based upon some abstruse mathematical formulation).
No... Lou Adler is the real thing. Not full of beans or full of himself most of the time. The advice he gives is practical, well organised and starts with the premise that, when you hire someone you should use the job as the screen for the candidate -- in order to draw those qualities out of the candidate and also to organise your presentation of the job. Adler says, "do not start with percieved requirements of the position" as these do not deliver the results needed.
There is a lot of technical detail and healthy, not corny or forced anecdotal evidence such as is legion in most of this genre.
I have seen Lou Adler on two occassions and can concur that he is one of the most down-to-earth people you can meet. In a world rife with industry setting unrealistic targets Lou is able to lay it on the line and tell you what you need to do and not what you want to do. There is no percieved, strained intellectualism or claims of revealed truth or knowledge that you get in other such reads as Zig Ziglar or Gerardi, or (horror or horrors, Wess Roberts -- author of the worst sales coaching book in history "The Leadership Secrets of Atilla the Hun).
I have recommended it for my corporate clients on occasion and can do so with a straight face and strong measure of encouragement. It actually reinforced those elements of hiring that we were doing right, and forced us to change those elements we were doing wrong - can there ever be a stronger recommendation for any book?
Packed With Knowledge!.......2004-05-06
Lou Adler, president of the Power Hiring consulting and training company, provides a systematic approach for finding, interviewing and hiring the best candidate for a job. He emphasizes making an objective assessment and, to this end, he provides techniques for overcoming first impressions. He identifies four key interview questions you can use to determine job candidates' competency and motivation, and to match their skills and interests to your company's needs. The book includes charts and checklists that highlight important points. We recommend this well-organized guide to effective hiring to company owners, human resource personnel and managers involved in the hiring process. Alert job seekers may also find it useful to learn what a good interview will demand.
An On-Target Update.......2002-11-22
The second edition of Lou Adler's Hire with Your Head takes the best of the original concepts and updates it with the latest insights on interviewing and the entire selection process. I've been able to introduce the POWER Hiring concepts to a major professional services with significant results including better retention and a reputation as an employer of choice. I've seen hundred's of clients report more confidence in their ability to accurately interview candidates.
One excellent example of this update should be a revelation to many managers and human resource professionals who have been inundated with books recommending the "152 Best Interview Questions." It's the answers, not the questions that count. Adler's POWER Hiring formula recognizes the importance of getting and properly evaluating candidate answers.
From the starting point of Performance Profiles to the insights on the latest recruiting tips, Lou Adler courageously tells managers and HR professionals what they're not doing right -- and what to do to make it right.
It's rare that I read both a first and second edition of the same book -- but this second edition captivated me with every chapter.
Average customer rating:
- Great Service
- The bible of selection! A must have!
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Human Resource Selection
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Book Description
This leading text offers an advanced treatment of the technical issues involved in developing and implementing selection programs within organizations. The new edition offers the most thorough and up-to-date coverage of HR selection on the market and is appropriate for upper-level undergraduate and graduate courses in management and industrial/organizational psychology departments, as well as for corporate HR departments.
Customer Reviews:
Great Service.......2005-09-30
Thank you for contacting me when there were no books that were high enough quality to send. Although I did not actually receive a book- I would use you again because I know you are honest & give a full refund if you can't find a book in good enough quality.
The bible of selection! A must have!.......2000-09-20
Gatewood and Feild have definitely written the authoritative volume on selecting employees. They cover everything: legal issues, measurement, selection decision making strategies, job analysis, and the whole gamut of selection devices: application forms, biodata, interviews, ability tests, personality tests, assessment centers, integrity testing, and so on and so forth. And they cover these topics IN DEPTH -- not just a brief overview. The countless examples are very helpful. And the authors display a great dry humor -- the author bios and dedications are priceless (also be sure and check out the graphologist's interpretation of Gatewood's personality, and his responses)! I definitely recommend this book as a text for graduate and undergraduate classes, and also for the HR person who needs to beef up their selection know-how. A great reference source full of the latest selection research -- a must have for every practitioner's and student's collection.
Book Description
"A mediocre employee in your group is more than one mediocre employee--he or she is a human multiplier-effect, to the downside. If you have even one mediocre employee, you have announced to the world that mediocrity is okay by you, while conceding that you are willing to slow the entire group for the sake of the worst employee.
Thus, allowing that one person to stay is not being kind or generous; it's dangerous. It's dangerous for the individual, who knows that, at some level, he or she is doing second-rate work, and who you are locking into mediocrity, and it is dangerous for the group, which is slowed and distracted."
--from (Great) Employees Only
"Dauten will challenge every preconceived notion you have about making your career take off."
--Harvey Mackay, author of Swim With the Sharks Without Being Eaten Alive
"You'll rediscover the joy that's missing in your career, your coworkers, and yourself."
--Ken Elkins, former president and CEO, Pulitzer Broadcasting Company
Customer Reviews:
Great Authors Only.......2007-04-10
This had more ideas than any business book I've read in the past few years (and I've read plenty of yawners in that mix). It was a quick read, while being clever and often funny. As good as his earlier book "The Gifted Boss," "Great Employees Only" maintains Dauten's status as "The Boss" of business consulting.
Closer to 3.5 stars.......2007-04-02
GEO was easy to read and kept my interest. The sections on hiring and de-hiring were informative and had some good ideas. As the book progresses though the ideas become very familiar, as if you have read them before (which you most likely have if you are a regular business book reader). I noticed that I highlighted less and less as the book went on. I had listened to a one-hour synopsis of the book which motivated me to buy it, but I didn't get a whole lot more from reading it in its entirety. I think a young executive or manager would benefit greatly from some of the ideas. I am happy that I read GEO, but it wasn't a blockbuster.
The Art of Getting Better.......2007-03-23
This book is broken into dozens of observations, insights and case studies that any manager will learn from. I particularly benefited from the sections on "noboby wants to be managed," creating "hiring pools" and on "de-hiring." If everyone read and followed the de-hiring process, the world would be a better place and there would be a lot more happy employees and productive workplaces.
Best of the best.......2007-03-12
There is a lot to like about this book. One, there is helpful, specific practical information on how to create a "hiring pool" to have better employees. Two, there is revolutionary thinking about "de-hiring." This sounds like a synonym for "firing" but it isn't... it's a new way to think about employees and how to motivate them to be top performers or motivate them to find a place where they can be (working elsewhere). Finally, the book is clever and witty. Dauten is a syndicated newspaper columnist, and his writing style is personal and warm. Don't be fooled by the light touch and humor -- this is a book that is both deeply philosophical and immediately practical. It's the employment equivalent of Good To Great.
Disappointed.......2007-03-09
This book was not up to my expectations. Maybe I understood this introduction wrong- I hoped to find some hints to find great employees and some new ideas. Instead I read many times, that it is important to hire great employees and that they are not easy to find. To my opininon it is more like a childrens book, than for the adults. I am not a manager, but I read nothing new, instead I understood, that we are doing things ok already in our company. In real world things are not so easy and simple as in this book. At least not in Estonia, people are bit smarter. Some of the titles in this book were longer that the chapters itself, I was lucky to get one good sentence per chapter.
Product Description
Essentials of Personnel Assessment and Selection discusses the essentials that managers and other well-educated people should know about the assessment processes so widely used in contemporary societyand so widely not understood. It emphasizes that good prediction requires well-formed hypotheses about personal characteristics that may be related to valued behavior at work and the need for developing a theory of the attribute one hypothesizes as a predictora thought process too often missing from work on selection procedures. In addition, it explores such topics as team-member selection, situational judgment tests, non-traditional tests, individual assessment, and testing for diversity. The goal is to produce an accessible guide to assessment that covers basic and advanced concepts in a straight-forward, readable style. It provides a review of the most relevant statistical concepts and modern selection practices that will equip the reader with the tools needed to be competent consumers of assessment procedures and practices, and to be well-informed about the kinds of questions to be answered in evaluating them. This book will appeal to instructors of advanced undergraduate and master's level courses on personnel selection and assessment. If supplemented by other readings on selected topics, it would be useful in doctoral seminars. Also, students interested in becoming users of research-based assessment and selection information and techniques will find it useful.
Customer Reviews:
Staffing and succeeding.......1999-03-25
"Smart Staffing" took it's place on my shelf and quickly became the number one read book in the office! Because of increased business needs, it became necessary to increase our manufacturing personnel by approximately 25 people in a short period of time. The number of people interested was overwhelming (over 115 showed up in one day!) -- and no one had much experience in interviewing. "Smart Staffing" was our answer. The basic guidance was easy to read -- and easier yet to apply. Staff members who were asked to help with the onslaught of applicants quickly read through the material and were able to assist with the screening process with minimal training. The foundation has been laid and ideas and techniques are being expanded to encompass our needs while still holding on to the basic values offered in the book. Especially helpful were the "do's and don't" and list of acceptable questions. As of today, our staffing needs are 100% filled -- production is at its best -- and we continue to be the number one plant in our division. Thanks for the help, Wayne!!!
highly practical how-to book on staffing.......1999-03-09
It is no secret that finding, rewarding, and keeping employees is a tremendous problem for companies of all sizes and industries, and does not appear to be getting any easier. For a long time now, there we've needed a book that integrates the major elements that affect staffing. Many that address the individual topics are either very dry and technical or lightly gloss over these key with anecdotes and stories. Now, there is a book that does justice to this very vital topic.
Smart Staffing is a very readable, yet extremely practical, in-depth, "how to" book. It gives practical strategies that can be implemented. It can be read and appreciated at all levels. For the line manager, it is not only good reading, but it is an excellent desktop reference for advice about handling situations or for reviewing prior to taking action. For HR professionals, its examples and insights will challenge them to improve their processes and practices.
The book begins with the importance of human capital and how to match the employee to the position. It uses the logical process of following an employee through hiring, orientation, training, rewarding, and retention. It outlines into numerous valuable strategies, resources, case studies, and examples.
The book's content is organized into five steps: 1) Think before you hire 2) Locate qualified applicants 3) Interview and select your new employee 4) Keep and reward top employees 5) Learn from your losses.
Its forty pages of appendices provide valuable tools, such as an Exit Interview Worksheet, Final Exit Interview Format, and Applicant Reference Sheets.
Strategies, such as the Executive Interview, provide ways not only for the executive to keep in touch with employees, but also ways to spot problems and reduce turnover as well. For example, Outlaw does not just suggest this strategy, he gives a logical, easy-to-follow format that an individual reader or a corporation can put to use right away.
Smart Staffing is written by a professional who understands how to recruit and keep top employees. His experience with Xerox and his own firm, which began as an executive search firm in 1984, comes through clearly in this well-written, practical, easy-to-implement, "how to" guide. His writing style has converted this important topic into a lively text, designed to be read, enjoyed, absorbed, and referred to frequently. With a retail price of $19.95, this book is a real bargain!
Workforce Stability Alert newsletter, October 1998
Very informative book on hiring in the new age.......1998-10-02
I found this book to be a very detailed guide to hiring qualified\ people and keeping them. In today's low unemployment atmosphere , this\ was a refreshing perspective.
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