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Hire With Your Head: Using Performance-Based Hiring to Build Great Teams
Hire with Your Head
Updated with new case studies and more coverage of the impact and importance of the Internet in the hiring process, this indispensable guide has shown tens of thousands of managers and human resources professionals how to find the perfect candidate for any position. Lou Adler's Performance-based Hiring is more powerful than ever!
"We have chosen Performance-based Hiring because it's a comprehensive process, it's behaviorally grounded, managers and recruiters find it easy to use, and it works."
-Marshall Utterson, Director Staffing, AIG Enterprise Services, LLC
"Everyone's looking for the perfect means to make effective hiring decisions. A trained interviewer armed with the right tools is the best solution. Performance-based Hiring is a proven methodology to get these results."
-John Ganley, Vice President and Chief Talent Officer, Quest Software
"Any staffing director that doesn't send all of their people through Performance-based Hiring training is missing out on top talent, plain and simple. This should be the standard throughout the industry."
-Dan Hilbert, Recruiting Manager, Valero Energy Corporation
"Performance-based Hiring has been the most successful recruitment tool that we have added to our organization over the past few years. In fact, these tools have not only produced amazing outcomes-in terms of selecting the best fit in an extremely tight labor market-but with a level of success among our operations customers that I have rarely seen with other HR products."
-Trudy Knoepke-Campbell, Director, Workforce Planning, HealthEast(r) Care System
Lou Adler - "Credible Activist -- with an Attitude"
By J. Schreier
- July 1, 2007
One of the hottest topics in human resource (HR) management right now is the latest HR Competency Study calling for HR professionals to become "credible activists" and to practice the craft "with an attitude."
Lou Adler and the 3rd edition of his "Hire with Your Head" again proves that he epitomizes both these traits - as he has done for recruiting and selection consistently since the publication of the first edition in 1998.
Reviewing the new edition thoroughly would require noting and commenting on each step of the system. For the sake of brevity - and because it is stated so clearly by Lou Adler himself, "If you want to hire superior people, use a system designed to hire superior people." "Hire with Your Head" lays out the clearly best practices for attracting, selecting, closing, and taking the necessary first steps to retain top performers. In this newest edition, he also outlines both the advantages and disadvantages of the latest technologies in hiring... read more
Lou Adler is worth listening to. This is 320pp of sage insight.
By D. Stuart "Researcher at Kudos"
- June 29, 2007
Lou Adler distinguishes himself by being a feet-on-the-ground style of HR writer - acknowledging that the business of hiring the right people, and helping them grow successfully into their new role is far from perfect. He's critical of people who make hiring decisions based on gut decisions - the sense of a right fit - and, rather, focuses on a much more (dare I say) scientific approach to the process.
But "Hire With Your Head" isn't lofty theory - this is a pragmatic, systematic focus on the things that matter when making a hire. It develops the commonsense that he set out five years ago in the previous edition of this work. (Hire With Your Head: Using POWER Hiring to Build Great Teams, 2nd Edition.)
What Adler does is suffuse his writing with an added of measure of realism that I seldom see in employment books (other than the still excellent... read more
A Headhunter's Guide
By Thomas J. Wrona
- March 30, 2008
I have been in the recruiting for more than 30 years and was amazed at how this book and the principles and techniques it describes have changed the way I conduct my business. Performance-Based hiring has changed my approach in dealing with my clients and has moved me from a position of an order taker to being an integral part of the hiring process. I now function as a partner or consultant in the clients eyes. Not only does it give me more control, but it realy is the right way to hire. The clients get educated and make better hiring decisions. It truly has made a difference in the way I do business as a recruitment professional.
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