Join getAbstract to access the summary!

Hiring Great People

Join getAbstract to access the summary!

Hiring Great People

McGraw-Hill,

15 min read
10 take-aways
Text available

What's inside?

To hire great people, set up a great hiring process. Write specific enticing job descriptions, screen carefully, and offer new employees a working "partnership with their employers."

Editorial Rating

6

Qualities

  • Applicable

Recommendation

Kevin C. Klinvex, Matthew S. O’Connell, and Christopher P. Klinvex present a guide to creating a more effective hiring process. They cover each step, from defining the job to hiring the best person. The book provides techniques for attracting the right employees through advertising and promotion. It also covers effective use of applications, interviews, testing, and background checks. This book is clear, well-organized, and easy-to-read. While some of the suggestions may be obvious to those who are experienced at hiring, they are presented in a careful, step-by-step way. getAbstract recommends this book to those involved in the hiring process in larger companies, from company owners and top managers to human resource professionals. Small business owners who wish to use more sophisticated hiring techniques may also find it useful.

Summary

The Importance of Good Hiring Decisions

Hiring mistakes are very costly, so making good hiring decisions is important. The major costs include the loss of your time when you train someone who doesn’t work out, the loss of revenues due to incomplete projects, and the loss of business when incompetent employees do poor work. You can also incur costs for advertising, interviewing, administration, travel, and relocation.

Creating an Effective Job Description

To begin the hiring process correctly, start with a clear job description. Indicate exactly what abilities or competencies you are seeking. Otherwise, you may find that different people in your organization have different ideas of what a "qualified" candidate looks like. Job seekers may be confused about what the job is and whether it suits them.

Broadly highlight the kinds of competencies you need, allowing for some flexibility. The old approach of defining a job by a "specific set of tasks, duties, and responsibilities," and then looking for candidates with "experience performing the tasks in similar settings" is no longer very effective. In a workplace characterized by constant change, jobs are constantly...

About the Author

All three authors are founders of Select International. In the past decade, Kevin C. Klinvex has designed cutting-edge staffing programs for leading companies including AT&T, Citibank, General Motors, and Toyota. Matthew S. O’Connell, Select’s Director of Research and Development, has designed computer assessment systems and evaluation tools for more than 100 companies in seven countries. Christopher P. Klinvex, Select’s Director of International Operations, heads its Monterey, Mexico office.

Comment on this summary

More on this topic

Learners who read this summary also read

8
Book
Hiring
9
Book
Hire With Your Head
7
Book
Smart Hiring at the Next Level
7
Book
Interview Others
7
Book
The Complete Guide to Recruitment
7
Book
High-Impact Interview Questions

    Related Channels

    Recruitment