Hire With Your Head: Using Performance-Based Hiring to Build Great Teams Review

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Hire With Your Head: Using Performance-Based Hiring to Build Great Teams ReviewLou 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 What Color Is Your Parachute? 2007: A Practical Manual for Job-Hunters and Career-Changers (What Color Is Your Parachute).) Indeed what Bolles did when he first wrote Parachute was get inside the head of the employer and show job-hunters that they simply need to market themselves. Adler takes the same view, fundamentally, and by getting inside the mind both of the hirer and prospect he shows how the dialogue can be much less hit or miss than it often proves.
I'd strongly recommend this for anyone making hiring decisions. It will give you focus and a greater consciousness of what the process is really about. Not many people love either hunting for a job, or interviewing and screening prospects. This book breaks through all that and turns the process (and the critical post-appointment process) into a really constructive and positive journey.Hire With Your Head: Using Performance-Based Hiring to Build Great Teams Overview

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The Evaluation Interview : How to Probe Deeply, Get Candid Answers, and Predict the Performance of Job Candidates Review

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The Evaluation Interview : How to Probe Deeply, Get Candid Answers, and Predict the Performance of Job Candidates ReviewThis is an updated version of an old book about interviewing techniques. It is reasonably up-to-date, but it takes a rather quaint view of the hiring process. It assumes that a typical company has a large and politically powerful human-resources department which has been given vast amounts of time, staff, and resources to engage in a fastidiously objective hiring process. It also assumes that a company's management actually knows what the firm's future personnel needs are. Most unrealistically of all, it assumes that HR and line managers actually communicate with one another. Even in 1968 when Chiron & Fears wrote the first edition of this book, this was a pollyannaish viewpoint. In 2003, their assumptions add up to a ludicrous fantasy.
The heart of the book is a detailed explanation of a methodology for conducting structured hiring interviews. It also covers yearly perfomance reviews and related topics. The authors frankly describe how to create an illusory rapport with the interviewee while homing in on the character flaws which might make him or her unfit to hold the job he or she is interviewing for. The flaws the authors think you should be particularly worried about are laziness and stupidity.
It is a useful book for anyone who has to do hiring interviews, even when the company is trying to cut corners in the hiring process. It is even more useful for the interviewee, because after the reading the book, you have a better idea what the person on the other side of the desk is looking for. (By the way, the authors tell interviewers to AVOID sitting on the far side of a desk.)
It is worth buying the book just for the discussion of the dreaded "strengths and weaknesses" question. You should admit to a weakness while proving you don't really have that weakness. A good weakness to admit to seems to be "I don't work hard enough"--- assuming you can convince the interviewer that you are in fact a workaholic.
I have taken a sarcastic view of this book's content, but it is well worth reading and contains many excellent suggestions. Although I personally don't agree with many aspects of Chiron and Fears' methodology, I do think the business world would be a more humane place if more companies used a similar methodology (or just about ANY methodology) to evaluate job applicants.
I gave the book a 5th star for actually being readable and entertaining (unlike most management books.)The Evaluation Interview : How to Probe Deeply, Get Candid Answers, and Predict the Performance of Job Candidates Overview

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