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Match: A Systematic, Sane Process for Hiring the Right Person Every Time

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Hire the right person-every time!

Why is it that so many companies accept mediocre hiring results as the norm? The answer is simple. It doesn't occur to them that, in fact, there is a process that virtually guarantees hiring the right person every time. To repeat: there is a process that virtually guarantees hiring the right person every time. That's what MATCH is about.

Based on author Dan Erling's experience with best practices from over a thousand companies, MATCH gives you a rock solid, practical process for hiring.

  • MATCH takes you step-by-step through the lifecycle of hiring, from developing a job description through interviewing and making the decision, to negotiating salary and onboarding the new hire
  • Applicable tools, stories, and foolproof techniques are woven throughout to insure your mission critical objective is accomplished
  • The author is well-known in the hiring and recruiting industry
With MATCH, your hiring team will develop a systematic process that fits with the company's overall mission, giving your company the people it needs to succeed every time!

Author Dan Erling walks readers through each step of recruiting, hiring and onboarding, from initial planning to effective interviews to making offers that stay in line with your budget.

Many employers fail to give hiring any real priority and never create a systematic hiring process, Erling argues. Instead, employers will say, “I’m a great judge of people” and end up making hiring decisions based on their emotions and whether they “click” with a candidate. The result, Erling says, is often a hire who might be on time, positive and skilled, but who doesn’t truly fulfill business needs.

The book offers a process for objective hiring, starting with the basic foundation: Who is the hiring team, and what roles does each person play? What is the corporate culture like, and how does that affect hiring decisions now? Erling helps readers answer these questions, then moves on to specific phases of the hiring process:

  • Prepare the recruiting plan. Learn how to write a clearer and more-specific job description while avoiding common pitfalls such as being too vague or too rigid. Create a competency profile that outlines the essential personality traits of the right candidate for a job, and learn how that profile can help you script interviews. The book provides detailed samples of behavioral questions for job interviews. Prepare for hiring by first examining whether the job can be handled by outsourcing, whether the job can go unfilled, how essential the hire is and what recruiting methods you’ll use—from websites to search firms to colleges.
  • Implement the recruiting plan. Learn to conduct focused phone interviews; Erling provides a format and sample questions. Structure a four-part in-person interview covering whether the candidate has the right skills and whether the candidate has the right personality traits for the job. Learn how to get reluctant references to call you back, using Erling’s scripts, and how to ask references the questions that elicit useful information.
  • Make the hire. Tips cover how to choose a candidate and then make an offer that’s realistic for your budget and expresses intangibles like the job’s growth potential. The book lists how to communicate often and well with a desired candidate and how to deal with counteroffers.

Other guidance looks at steps to create a solid onboarding program that gets new hires better integrated into the workplace, strategies for retaining the hires you worked hard to get, and calculating the value and return on investment of a systematic hiring process.

Books in Brief Summary from HR Magazine

Author Dan Erling walks readers through each step of recruiting, hiring and onboarding, from initial planning to effective interviews to making offers that stay in line with your budget.

Many employers fail to give hiring any real priority and never create a systematic hiring process, Erling argues. Instead, employers will say, “I’m a great judge of people” and end up making hiring decisions based on their emotions and whether they “click” with a candidate. The result, Erling says, is often a hire who might be on time, positive and skilled, but who doesn’t truly fulfill business needs.

The book offers a process for objective hiring, starting with the basic foundation: Who is the hiring team, and what roles does each person play? What is the corporate culture like, and how does that affect hiring decisions now? Erling helps readers answer these questions, then moves on to specific phases of the hiring process:

  • Prepare the recruiting plan. Learn how to write a clearer and more-specific job description while avoiding common pitfalls such as being too vague or too rigid. Create a competency profile that outlines the essential personality traits of the right candidate for a job, and learn how that profile can help you script interviews. The book provides detailed samples of behavioral questions for job interviews. Prepare for hiring by first examining whether the job can be handled by outsourcing, whether the job can go unfilled, how essential the hire is and what recruiting methods you’ll use—from websites to search firms to colleges.
  • Implement the recruiting plan. Learn to conduct focused phone interviews; Erling provides a format and sample questions. Structure a four-part in-person interview covering whether the candidate has the right skills and whether the candidate has the right personality traits for the job. Learn how to get reluctant references to call you back, using Erling’s scripts, and how to ask references the questions that elicit useful information.
  • Make the hire. Tips cover how to choose a candidate and then make an offer that’s realistic for your budget and expresses intangibles like the job’s growth potential. The book lists how to communicate often and well with a desired candidate and how to deal with counteroffers.

Other guidance looks at steps to create a solid onboarding program that gets new hires better integrated into the workplace, strategies for retaining the hires you worked hard to get, and calculating the value and return on investment of a systematic hiring process.

 

Additional Information
Name Match: A Systematic, Sane Process for Hiring the Right Person Every Time
SKU 48.34565
Year published 2010
Page count 221
Publisher Wiley
ISBN 9780470878989
Author Dan Erling
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