Staffing Organizations

Average customer rating:

Student opinion

Staffing Organizations

Great Concept but Outdated

An in-depth exploration of the Staffing function

A Solid Human Resources Recruitment and Staffing Guide

Staffing Organizations
Herbert G Heneman III , and Timothy A Judge
Manufacturer: McGraw-Hill/Irwin
ProductGroup: Book
Binding: Hardcover

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ASIN: 0072987227

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Great Concept but Outdated.......2004-10-08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.

The Recruiter's Almanac of Scripts, Rebuttals and Closes

Average customer rating:

Must Have for Newer Recruiters
Useless book
Good for any recruiter
For Recruiters by a Recruiter
Important base for recruiters

The Recruiter's Almanac of Scripts, Rebuttals and Closes
Bill Radin
Manufacturer: Innovative Consulting
ProductGroup: Book
Binding: Paperback

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ASIN: 0962614777

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.

The Employee Recruitment and Retention Handbook

Average customer rating:

A Truly Great Challenge

The Employee Recruitment and Retention Handbook
Diane Arthur
Manufacturer: AMACOM/American Management Association
ProductGroup: Book
Binding: Hardcover

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How to Compete in the War for Talent : A Guide to Hiring the Best

ASIN: 0814405525

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.

High Impact Hiring: How to Interview and Select Outstanding Employees
Average customer rating:

Costly mistake!

The Hiring Process - Will make or break your business

"You win by building an exceptional work force"

The Ultimate Interviewer's Handbook

Proceduralizes Interview Techniques

High Impact Hiring: How to Interview and Select Outstanding Employees
Del J. Still
Manufacturer: Management Development & Training
ProductGroup: Book
Binding: Paperback

Interviewing | Job Hunting & Careers | Business & Investing | Subjects | Books
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ASIN: 0965465985

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.

Hire With Your Head: Using POWER Hiring to Build Great Teams, 2nd Edition
Average customer rating:

A definite must read for any manager

The star is for the digital version, and Amazon customer service!

Good Practical and Relevant

Packed With Knowledge!

An On-Target Update

Hire With Your Head: Using POWER Hiring to Build Great Teams, 2nd Edition
Lou Adler
Manufacturer: Wiley
ProductGroup: Book
Binding: Hardcover

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ASIN: 0471223298

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.

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.

45 EFFECTIVE WAYS FOR HIRING SMART: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game

Average customer rating:

Powerful tool for building a consistent hiring process that works for you!
People are not losers, Attitudes and Behaviors are.
Good for people who do a few critical hires
Great ideas, sketchy writing
Simply a "Must-Read" Tool for Employeers

45 EFFECTIVE WAYS FOR HIRING SMART: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game
Pierre Mornell
Manufacturer: Ten Speed Press
ProductGroup: Book
Binding: Paperback

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ASIN: 1580085148

Book Description

People are the most valuable asset in today's fiercely competitive workplace. In HIRING SMART, now available in paperback for the first time, Dr. Mornell delineates 45 simple strategies for "people reading"—observing a candidate's behavior and predicting what they'll be like in the workplace—that virtually guarantee hiring the best possible candidate for any job.

Customer Reviews:

Powerful tool for building a consistent hiring process that works for you!.......2007-04-20

This book provides you with 45 effective strategies that you can pick and choose from to develop a hiring methodology that YOU feel comfortable with and WORKS FOR YOU. I just got off the phone with a friend that I hired several years ago as a sales rep who is now recruiting and managing a sales force at another company. I told him that if he could only read one book on interviewing, this was the one. In close to 20 years of hiring salespeople, this is the most practical and useful book that I've encountered. The content is great and I enjoyed the writing style and the aesthetics of the book as well. It's a fun, interesting and rewarding read!

People are not losers, Attitudes and Behaviors are........2007-03-24

I believe that any author who would catagorize people as being losers, is a part of the problem and not the solution. God would not want us to ever give up on our fellow human beings; He would want us to forgive and not discard people as if we were some disposable commodity. Businesses will never survive as long as we think only about the "bottom line".

Good for people who do a few critical hires.......2005-01-20

I bought this book because it was written by a Psychiatrist and looked like a methodical, psychological approach to hiring. It is a good book, but it has some limitations.

The book is organized temporally by stages of the interview process. There are forty-five topics that present ideas for how to interview candidates at each stage. The book covers all the common interview processes, but also presents creative and original approaches that are intended to reveal personality or character. One example I really like is meeting the spouse. I have asked to go out to dinner with potential bosses and their spouses to see what kind of people they are (and they get to meet my wife, too, which has frankly been to my advantage).

Overall, the strategies presented are good, but many people would say they are too time consuming for use in hiring a lot of people. I would be surprised if a Fortune 500 company used the complete strategy for routine hires. But most of us are not hiring a lot of people, so that is not an excuse for not using good ideas. Hiring key people, such as executives, should be a methodical and careful process. So should hiring just one programmer to add to your six person team.

I have two concerns about the strategies presented. The first is that foreign-born people may respond differently than expected to psychological things. For example, if you ask some people the meaning of the phrase "People who live in glass houses shouldn't throw stones," they will misunderstand the question because it is culturally linked. By the same token, one question in the book abstractly described playing the game Monopoly, but some people would not understand because they know nothing about parlor games. Because of America's rapidly growing multi-culturalism, I am hesitant to employ some of these strategies.

The other danger of being too sophisticated is that we may reach beyond our qualifications to interpret the results. I would be very interested in employing the services of Dr. Mornell to interview an executive candidate since he is an experienced and knowledgeable Psychiatrist. I would be wary of trying to draw too many conclusions myself about the psychological make-up of a candidate. It is also true that a certain amount of finesse and talent is needed or else you will not get meaningful results.

The approach presented in this book is intellectual and requires a great deal of effort. If you are looking for an easy road to hiring great people, I wish you luck, but this book isn't it anyway. If you have the time and determination to implement these ideas, you might get good results with the caveats I pointed out above. I can say that I certainly enjoyed reading the book and got some great ideas from it.

Great ideas, sketchy writing.......2004-07-08

If you're looking for ideas about how to extend, deepen, or accelerate an existing hiring process, this book is full of excellent ideas. The author clearly has considerably experience and if you follow his advice and pick the techniques that best match you and your organization you'll find the book helpful.

However, if you're looking for an introduction to hiring practices or interviewing in general, look elsewhere. The anecdotes are compelling but disconnected--use this as a source book.

Simply a "Must-Read" Tool for Employeers.......2003-08-24

Hiring Smart is an exceptional "must-read" tool for any hiring manager... and anyone looking for a job. In today's world when hiring poorly can lead to expensive mistakes, it is more important now than ever to get the "right" person in an organization.

Hiring Smart is simply one of the best tools around for hiring employees. It is original and excellent - I cannot recommend it enough.

The Right CEO: Straight Talk About Making Tough CEO Selection Decisions
Average customer rating:

Savy and Experienced

From a Winner in a Treacherous Arena

A tremendous learning tool!

The CEO selection process is broken.

The Right CEO

The Right CEO: Straight Talk About Making Tough CEO Selection Decisions
Frederick W. Wackerle
Manufacturer: Jossey-Bass
ProductGroup: Book
Binding: Hardcover

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CEO Succession: A Window on How Boards Can Get It Right When Choosing a New Chief Executive

Ceo Selection: A Street-Smart Review

Know-How: The 8 Skills That Separate People Who Perform from Those Who Don't

Executive Selection: Strategies for Success

Growing Your Company's Leaders: How Great Organizations Use Succession Management to Sustain Competitive Advantage

ASIN: 078795585X

Book Description

The CEO selection and succession process is notoriously dysfunctional. Often, the wrong person is selected or the right person is put into a situation that blocks them from doing a good job. This is the first book on the topic to address the interrelationships between the five key groups in the CEO selection process--boards, HR executives, recruiters, CEOs, and CEO candidates. The authors also identify the fatal flaws in the current CEO selection systems and offer recommendations for creating a process that will guarantee the best leadership outcome possible. The book is filled with helpful insider examples and anecdotes to illustrate how this often ineffectual process can be righted.

Customer Reviews:

Savy and Experienced.......2003-07-15

Fred Wackerlee has been on the forefront of senior executive recruiting for many years. I have been waiting for this book and frankly I have not been disappointed. It is the best. Bravo Fred! He captures the intersancum of what happens in CEO selection & succession. He should know - he has been there and has the street smarts to see what is really happening. Fred knows the myths of the CEO succession process and why today it needs changing - especially with the malfeasance of the 90s. This book is a must-read for executives & academics who care about the future of free enterprise, corporate leadership, talent and stockholders.

From a Winner in a Treacherous Arena.......2003-04-24

Fred Wackerle's book, The Right CEO, is the work of a big picture, comprehensive mind centered on a subject of practical action that stands as first priority in today's leadership vacuum in the top management of our corporations. Most books by consultants bore us into a stupor or show off with charts and graphs and arcane language that do little to show us a proven way when we want guidance in an area of supreme importance to us. And we want that in as clear and brief a form as possible without selling out to simplistic solutions. This book has authority stamped all over it. The author has competed in a treacherous arena and emerged victorious-all without bragging about it.

No current CEOs considering their successors, no boards of directors responsible for those successions, no heads of human resources seeking to be stand up catalysts for those successions, no consultant called on to conduct the searches for those successors, and no potential candidates for CEO positions should enter this arena Wackerle has written about without his threadbare book in their hands.

Many books start out strong and fizzle as they move toward their conclusion. This book starts out strong and just gets stronger, weaving early points into constantly enlarged lessons that are a rich diet for the reader hungry to learn how a CEO search can be conducted expertly. The result of such a search is to land a CEO in the job who not only is the right person at the right time at the right company, but a CEO secure-at home in her own skin. Because she's at ease with herself, other people are at ease with her.

I said the book is practical-step-by-step straightforward without big words, but it's also wise and futuristic. The important thrust of Wackerle's message is that the work of a CEO search is collaborative, where the principals in the action conduct themselves in complete candor-yet matched by trust. That's a skill worth working at and mastering!

Allan Cox is author of Straight Talk for Monday Morning

A tremendous learning tool!.......2002-07-17

Fred Wackerle is a well known Executive Search Consultant who has delivered a product that is based on years of experience working with Boards on CEO searches and succession issues. His book is a great expose on the interworkings of the CEO hiring process, the problems that exist and continue to go on in many organizations. The book clearly outlines the search process from five different perspectives, the Board Search Committee, the CEO, the potential candidates, the CHRO and the Executive Search Consultant. Using a sample company, Fred describes the issues impacting each participant, identifies the pitfalls and the corrective action required to eliminate the problems. The author accurately describes the right way to execute a CEO search for each of the five participants and includes the steps each must follow to conclude a successful search.

There is a definite need to inform, educate and hold accountable Boards of Directors for the proper selection of a CEO. "The Right CEO" outlines a process participants should follow is must reading for all Board Members and all participants involved in the CEO selection process.

The CEO selection process is broken........2001-12-04

Fred Wackerle has written a book that will become the conscience for all of us involved in CEO selection. He captures the essence of what really happens...he's been there. He reveals the myths of the CEO succession process and why today it is broken. The book is must-reading for anyone who cares about the future of corporate leadership. Having successfully recruited CEO successors, Fred has come to believe that many decision-makers in the CEO search and selection process - especially board members - are in the dark about what it takes to find top executive talent.

In this amazingly frank book, Wackerle illustrates the darker side of CEO selection and board governance by characterizing the key players in the typical succession process: the head of the search committee,a board member and Harvard Business School classmate beholden to the current CEO; the chief HR executive, now torn between serving two masters; an executive search consultant with questionable values and who may not have the experience to take on an assignment of this nature and magnitude; and finally, the CEO "wannabe" who is so naive about accepting the top job that he jeopardizes his entire career. The process is rife with conflicts and complexities.

The Right CEO.......2001-12-02

Ever hear the cliche, "He wrote the book!"? Well, in the case of THE RIGHT CEO, it's not a cliche at all. Fred Wackerle really has written THE BOOK on this topic. It's the real deal, the definitive treatise if you will, on CEO selection. THE RIGHT CEO is filled with uncommon wisdom and genuine lessons of experience. Whereas some good books are written by people who research an interesting topic, then write about their findings or opinions; here's a book written by someone who really is an expert, who has "lived" the subject matter, and has plenty of facts, evidence and real people and stories to back it up. Now, if only THE RIGHT PEOPLE (like Boards of Directors)would read it...

(Great) Employees Only: How Gifted Bosses Hire and De-Hire Their Way to Success

Average customer rating:

Great Authors Only
Closer to 3.5 stars
The Art of Getting Better
Best of the best
Disappointed

(Great) Employees Only: How Gifted Bosses Hire and De-Hire Their Way to Success
Dale Dauten
Manufacturer: Wiley
ProductGroup: Book
Binding: Hardcover

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The Gifted Boss : How to Find, Create and Keep Great Employees
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Fire Someone Today: And Other Surprising Tactics for Making Your Business a Success

ASIN: 0470007885

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.

Headhunters: Matchmaking in the Labor Market

Average customer rating:

Very interesting read, even if repetetive on the main theme
For Contingency Recruiters only
Best comprehensive headhunting book for headhunters
Excellent overview of how headhunters work, but in mind 90's
A Must Read For All Headhunters

Headhunters: Matchmaking in the Labor Market
William Finlay , and James E. Coverdill
Manufacturer: ILR Press
ProductGroup: Book
Binding: Paperback

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Advanced Strategies for Recruiters

ASIN: 0801473799

Book Description

Headhunters--third-party agents paid a fee by companies for locating job candidates--perform a unique sales role. The product they sell is people, matching candidates with jobs and companies with candidates. Headhunters affect the professional lives of thousands of employees every day, and their work has a profound, though hidden, effect on the employment picture in the United States. William Finlay and James E. Coverdill draw on interviews with and observations of headhunters and on analysis of headhunting training seminars, lectures, industry newsletters, and a mail survey of headhunting firms. The result is a frank and sometimes unsettling portrait of the aims, attitudes, and tactics of practitioners.

The payment of fees has shifted from candidates to employers, and recruiters now find people to fit jobs rather than the other way around. Finlay and Coverdill address what they feel is a serious lack of research about the work headhunters do and how they do it. Their book is built around three major questions: What advantages do employers derive from using third-party agents to handle candidate search and recruitment? How are headhunters able to accomplish the double sale ("selling" candidates to employers and employers to candidates)? What criteria do headhunters use for selecting candidates? In the process, Finlay and Coverdill link their findings to larger issues of institutional and historical context, revealing the economic and political reasons clients use headhunters, demonstrating how headhunters manipulate clients and candidates, and assessing the impact of headhunters' actions on hiring decisions.

Customer Reviews:

Very interesting read, even if repetetive on the main theme.......2007-05-13

I found the book to be full of useful material. Although sometimes one has climb around the author's ego, this will be one of the books that I re-read every few months.

For Contingency Recruiters only.......2005-07-24

Not a bad academic study of the contingency recruiter world. It lays out the basic recruiting process for the low to mid level staffing world.

Best comprehensive headhunting book for headhunters.......2005-05-13

I have been working in this field for 25 years, and read most of the major books. Although I am a big fan of Bill Radin, this
book blew me away. Perhaps it's social science orientation rather than "war stories" that you find in other books of this ilk. True, as another reviewer says it does not have a major web focus, but the web is a tool and more for HR than headhunters. Companies don't pay 5, and occasionally, 6 figure fees for what they can get off of a $500 ad on Careerbuilder or Monster.com. The data doesn't lie. Anyone that wants to start, improve, or reach their peak in this often misunderstood profession should definitely read this book. It's a fairly quick read, but it tells you what you need to do to be a successful headhunter via in depth surveys of successful practitioners.

Excellent overview of how headhunters work, but in mind 90's.......2002-10-01

As a novice in the recruiting/headhunting industry doing research for a business plan, I found this book to be very informative. It has input from a lot of real time headhunters, so you get to understand how they work on an industry level and on a day to day basis. However, in spite of vast research the authors have put into this book, most of the research was carried out in mid nineties (although the book was published in 2002) so the word "internet" comes up only twice (or a few times) in the book. One gets an impression that the resume/candidate database is one of the most important assets for a headhunter, but I wonder to what extent that is relevant given that a few resume databases such as monster, careerbuilder, hotjobs (some of these sites are mentioned only once or not at all) will give anyone access to a greater number of resumes' than someone who has been in this business for a long time and relies on the resume's in their own database.
But, is in any industry, certain things always remain the same, even with the influence of the internet, and this book does a great job of shedding light on how headhunters work in the marketplace.

A Must Read For All Headhunters.......2002-03-08

This book is really excellent. The authors have captured the essence of what it is to be a headhunter. Absolutely accurate. A must read for all headhunters, corporate recruiters, employers and employment professionals. This book is filled with perceptive insights, analysis and conclusions that accurately portray how and why headhunters do what they do. Headhunters, as well as people who use headhunters, will benefit greatly from this information. After reading this book you will know more about headhunting than many headhunters themselves.

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