20 Best Books On Hiring (2023 Update)

World renowned consultant and industrial psychologist shares his proven strategy for hiring "a" players, building dream teams, and achieving excellence–a fool-proof system now in place at today's leading companies. – great companies are made, not born. the secret is hiring the right people–the "a" players. this is, of course, easier said than done. statistically, half of all employment situations result in a mis-hire; the wrong person for the wrong job. and with the cost of a mis-hire at twenty-four times salary, the financial drain can be staggering! compare that with brad smart's 90% success rate and understand why topgraded organizations such as general electric and allied signal consistently beat the competition. – in this unparalleled work, dr. smart introduces readers to the tograding concept–how and why it works. the author sets forth principles which hold true for fortune 500 companies as well as small emerging companies. topgrading is a silver bullet–the corporate initiative that empowers all other corporate initiatives. the author spells out his practical hands-on approach and provides intriguing case studies culled from his file of more than 4,000 in-depth interviews. – topgrading's expert coaching techniques are also revealed and readers learn how managers who topgrade become leaders, achieving success and excellence not only for their companies, but also for themselves. – this book is not without controversy, however, as brad discusses how those who don't pull their own weight, the chronic "c" players, must step aside, be redeployed, or terminated.

Praise for hiring for attitude “success in business starts with finding great talent that will thrive within your company culture. hiring for attitude combines valuable insights with relatable examples, giving you the tools to recruit the right talent for your organization and reduce your risk of mishires.”—brent rasmussen, president of careerbuilder north america “caesars brings our brands to life through the attitude of our team members. in hiring for attitude, mark murphy combines the science of selecting for attitude with the wisdom of how to apply it to your business. the tools in this book are clever and unique and will immediately enhance your culture. attitude is the new front in the war for talent, and this book positions you to win.”—terry byrnes, vice president of total service, caesars entertainment “in the global high-tech world, attitude is critical. but how do you discover whether someone is both technically brilliant and a perfect fit with your culture? moving way beyond standard hiring approaches, hiring for attitude has deepened our talent pool, shown us how to discover untapped talent, reduced the risk of hiring the wrong person, and cut turnover substantially.”—mitch little, vice president of worldwide sales and applications, microchip “who’s getting hired this year? people with great attitudes who can fit a particular culture. but traditional hiring approaches don’t help you discover who is (and isn’t) the perfect fit. hiring for attitude will reveal exactly what attitudes you need to succeed. whether you’re hiring from outside, or choosing the right internal people for a new project, this book gives you unparalleled insight into people’s attitudes.”—sam holtzman, president and ceo, lifegift about the book: in a recent groundbreaking study, the training firm leadership iq found that 46 percent of all new hires fail within their first 18 months. but here’s the real shocker: 89 percent fail for attitudinal reasons—not skills. most hiring managers are getting it wrong. of course skills are important, but a particular skill set is about the easiest thing to test in an interview. although much harder to recognize, attitude should be your number-one focus during the hiring process. whether you’re hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need people with the right attitude! attitude sets your company apart from the competition. in hiring for attitude, top leadership strategist mark murphy shows you: the five biggest reasons why new hires fail two quick and easy tests to discover the attitudinal characteristics that you need for your unique culture the five-part interview question that gets candidates to reveal the truth about what their last boss really thinks of them where great companies really find their best candidates the six words most interviewers add to the end of behavioral interview questions that destroy their effectiveness hiring for attitude includes case studies from microchip, southwest airlines, the ritz-carlton, google, and other companies that drive great results by hiring for attitude. whether your company is small or big, highly social or hyper-competitive, fl at or hierarchical, every person on your payroll has to fit your culture. you can’t afford to hire blind. you need to be hiring for attitude.

Rated as a superior business book by get – abstract. there are four qualities that you must hire because you cannot teach. this book guides the reader through a simple process that will help hiring and hr professional identify and hire these essential qualities. the new chapters in this second edition challenge the status quo when it comes to onboarding new employees and how to create and maintain a successful culture. see why some of industry's finest leaders say hire on a whim is a must read. hiring is one of the most important decisions you will ever make because new hires are the lifeblood and future of your organization. whether you are hiring an administrative assistant or the next ceo, a millennial or gen-xer, whim will help you get it right. readers will evaluate resumes in a whole new way and use the whim time – line to add a whole new dimension to the interview process. for hiring managers who recruit on campus, whim's contributing author director of career services, jim thrasher, provides employers with a roadmap for building a winning relationship with colleges and universities. learn to partner and maximize your time with the career services department, making your visits on campus more profitable. hire on a whim will give job seekers an advantage and confidence when preparing for an interview. after reading whim, they will understand why interviewers ask the questions they do and what they are looking and listening for. by understanding the four qualities that hiring managers are seeking, they will be able to present their experiences and traits in the most favorable light. this is an important resource for anyone looking to make a career change, seeking their first job, or in transition. – hire on a whim lays the foundation for a fast moving, high impact training course designed to help companies find talent, reduce hiring mistakes, and increase retention, engagement, and job satisfaction.

You want to recruit quality leadership talent to give your company the ultimate advantage, but the candidate who looks ideal on paper may not be right for your business. skills, qualifications, and background are never enough. you need to look beyond the resume, focus on human factors like values, vision, and purpose, and hire leaders the y scouts way. cofounders of the cutting-edge executive recruiting agency, y scouts, max hansen and brian mohr provide powerful strategies for shifting your hiring philosophy. this groundbreaking guide will help you cut through the usual interview and resume bs to recognize and attract innovative problem-solvers who fit perfectly with your company's culture, mission, and dna. the wrong hire at a top level can cause conflicts, chaos, and disaster. but if you want to acquire and retain leaders who'll drive results and move your business forward, the y scouts way is the way to go.

“brad helped us develop the tools to pick a-player leaders at ge.” —jack welch great companies, large and small, rise or fall because of their talent; the more high performers on your team, the more successful your organization will be. of course, that’s easier said than done. research shows that only about 25% of all new hires turn out to be high performers. but companies that have used brad smart’s topgrading system over the past two decades have boosted their hiring success rates dramatically—sometimes even to 90%. three huge problems account for the typical poor results in hiring: dishonesty (via deceptive résumés), incomplete information (via shallow interviews), and lack of verifiability (via biased references). topgrading shows how to solve all three problems. instead of hiring by your gut reactions to résumés and interviews, you can start using a scientifically honed process that compels candidates to be totally honest. smart, one of the world’s foremost experts on hiring, has personally helped hundreds of companies double, triple, or even quadruple their hiring success rates. his clients have ranged from global giants such as general electric and honeywell to midsize and small businesses in every field imaginable, and to not-for-profits such as the american heart association. and hundreds of thousands of readers have applied the lessons and tools of the first two editions of topgrading. the topgrading system makes hiring easier, faster, and more successful than any other process. and it works at every level, from the front lines to senior management. for the first time in seven years, smart has fully revised and updated topgrading with many new tools, techniques, and case studies. this edition now features 40 companies of all sizes, across a wide range of industries and home countries. it’s the most advanced and useful version of topgrading ever. the third edition includes: simplified topgrading methods for entry-level jobs. the new topgrading snapshot, which screens out weak candidates in just 15 seconds. the latest version of the acclaimed topgrading interview script. case studies from 35 companies not featured in any previous edition. many additional innovations created by topgraders.topgrading isn’t just about hiring and promoting—it’s also about developing talent. it enables leaders to reward their a players, coach their bs to become as, and weed out the cs who are beyond improvement.many great leaders know that topgrading works. find out how it can help your company gain a big competitive advantage.

This book will show you how to attract a lot of applicants, effectively screen-in just the best candidates, assure candidate transparency and honesty, reveal not just candidate strengths but their weaker points, and enable you to always get accurate verification of what candidates said. the resources section will help you get started using the tools and methods you will learn about, and present ways to continue your mastery of topgrading. our promise to you is this: use just the methods featured in this book and you will begin hiring more a players, whether you are a ceo, first-level supervisor or hr professional. and yes, there is unprecedented evidence that topgrading delivers the promised results. tens of thousands of managers have accelerated their careers using this process to ensure their teams boast mostly a players. and topgrading methods utilize hard, factual candidate information to minimize bias and discrimination. think of it as first aid for your hiring ailments. you will learn methods that can produce quick improvement, but, continuing the metaphor, reading this book will not turn you into a "hiring brain surgeon." some keys, such as in-depth interviewing, require more learning and practice to master. think about the training necessary to become an emt versus the education and experience necessary to work as a surgeon; the same principle applies here. using the solutions in the book to get some quick hiring wins will motivate you and your team to keep learning and practicing the methods. as you continue to improve your hiring success rate you will achieve a really strong, cohesive team that not only has fun, but gets better results.

Is your firm utilizing its human capital advantage? from determining your hiring needs, to crafting an effective job description, identifying and vetting top talent, to making the right compensation offer, successful hiring for financial planners is a straightforward guide that provides practical wisdom and real-world experience for how to effectively execute the hiring process for your first (or next) financial planning hire in your growing advisory firm. inside this guide you will learn: – how to develop an appealing career track – when you should begin the hiring process – how to let your firm's culture recruit for you – the art and science of screening candidates – how to overcome common hiring struggles – practical tips to handle underperformers – how to develop a succession plan successful hiring for financial planners delivers a comprehensive plan to help your firm grow so you can serve the consumers who are in need of your guidance the most.

People are a business's most important asset, but when it comes to hiring, practices are wildly out-of-date, relying on the same wisdom that has been used for over fifty years. but it doesn't have to, human resources guru steve lowisz shares a groundbreaking approach to attracting, developing, and retaining an accomplished and vibrant workforce. dispelling seven recruiting myths that most hr departments believe, steve will show you how to prioritize behavior over skills, look beyond linkedin, be a marketer, find real ways to inspire employees, take responsibility, avoid reliance on technology, embrace diversity, and more. filled with specific and practical actions and methods, this book will keep you from losing money, morale, and talent, and build a people-centric team that will take you into the twenty-first century and beyond.

The book has been read, but is in excellent condition. pages are intact and not marred by notes or highlighting. the spine remains undamaged.

Develop and execute systematic, best-in-class hiring practices to seize—and hold—the competitive edge in your industrydefending your business from the competition through regulations, differentiated technologies, brand recognition, and other methods is no longer a sustainable competitive advantage. in today’s fast-paced, ever-changing business environment, you must take an offensive stance to keep your competitors at bay. and this groundbreaking guide provides the inspiration, the know-how, and the tools you need to achieve it. this book guides you through the process of designing and implementing a data-driven hiring strategy that will secure your business for the foreseeable future. revealing how today’s top innovators—including netflix and google—dominate their industries, it shows how you can do the same by implementing systematic and repeatable processes that lead to better, more consistent hiring outcomes. you’ll learn how to: – envision an evidence-based approach to hiring – distinguish useful data from the data you don’t need – use the best technologies to achieve your recruitment goals – build an effective talent-acquisition team – improve on-the-job success predictions – design well-defined and objective measures to improve hiring outcomes – avoid the most common hiring pitfalls data and analytics have been reshaping countless industries as they turn from anecdotal to evidence-based practices. the recruiting and hiring processes, however, have been intuition-based. that changes today. evidence-based recruiting introduces an entirely new approach—one that relies on irrefutable facts and data, enabling you and your organization to thrive in the new era of talent acquisition.

A practical, expert-reviewed guide to growing software engineering teams effectively, written by and for hiring managers, recruiters, interviewers, and candidates.

A priceless resource for seasoned as well as first-time executives, this is the playbook that explains how to recruit better people and build stronger, more effective teams. – executives are highly motivated to get better at hiring because they know the ability to consistently identify and recruit the right people is critical to the success of their businesses–and their personal advancement. but hiring people isn't taught in business schools or executive development programs. this book provides the sorely needed and essential practical instruction that executives are not receiving elsewhere, supplying a step-by-step guide for those who want to excel at attracting and identifying talent. – covering everything from the basics of defining a job to the intricacies of managing internal politics, this no-nonsense book provides a clear roadmap through the often-daunting and pitfall-laden recruiting process. in addition to explaining how to get it right, the book provides the information and guidance readers need to identify and fix the most common problems that doom hiring efforts to failure. debunking the idea that some people are just great recruiters and some aren't, the author clearly identifies the steps that anyone can take in order to master the art–and science–of recruiting. – provides a step-by-step guide to recruiting better people, right away – presents clear, practical, and immediately actionable advice instead of wasting the reader's time with text dedicated to explaining theory in extensive detail – reviews the most common recruiting mistakes and describes ways to avoid or correct these errors – enables readers to immediately improve their hiring effectiveness and over time to develop the intuitive feel for recruiting that makes them expert recruiters – supplies the straightforward advice executives need to build great teams that will deliver superior revenues and profits for their businesses–an outcome that will accelerate their own careers

Win the war for talent by building an army of ready-to-deploy candidates an employee leaves and you post the open position. resumes trickle in. you interview a few candidates. no one fits the bill. the next thing you know, three months have passed and that desk is still empty . . . nothing drives business success like a staff of talented, productive employees. so why accept a hiring process that fails you time and time again? well, there’s one person who doesn’t: scott wintrip. and in high-velocity hiring, he provides the tools and systems for creating a hiring process designed for today’s fast-paced, talent-deficient landscape. using the proven methods wintrip has applied at some of today’s more forward-thinking companies, you’ll hire top employees faster—and smarter. high-velocity hiring replaces the old, worn-out way of hiring with the simple but revolutionary approach of actively cultivating top talent before positions open. the old way is slow and inefficient. wintrip’s way is dynamic and proven-effective. you’ll enrich and maintain a flow of high-quality candidates, harness this flow by identifying the most talented people, and channel it into a pool of ready-to-hire prospective employees.more than ever, hiring the best people requires foresight, planning, alertness, and decisive action. with high-velocity hiring, you have everything you need to seize the high-ground in the war for talent and maintain it for long-term growth and profitability.

Hiring decisions can be challenging for even the most experienced managers. you want to hire top talent – "a" players, high achievers, and top performers who are engaged and passionate about their work. but how do you screen for these important traits during the interview process to hire the best candidate for the job? is there an interview method which would give you more confidence in your hiring decisions? discover four key traits and how to hire the best candidate using the hire with fire method – hire with fire offers hiring managers and leaders from every industry, as well as top human resource professionals, a successful and easy-to-use method for selecting, interviewing and hiring today's best and brightest talent. with over two decades of recruiting and talent management experience, authors, denise and randy wilkerson, offer a unique interview method designed to help you hire top performers, develop great teams and create an engaging workforce. in addition to discussing best practices, the authors explore how to interview and select the right candidate through their interview method, "hire with fire." the hire with fire method offers four key qualities found in a-players and teaches you how to screen for these important traits. – through their discussions and comments from other leading management professionals, the question of how to hire the best person for a job becomes clear and you will develop a more systematic approach to interviewing and hiring, limiting decisions based on gut-reaction. explore the principles of a relationship-driven interview and hiring method – hire with fire takes an educational, entertaining, and thought-provoking look into the interview and hiring process. the authors believe that creating an engaged workforce starts with how you hire and who you hire. for this reason, they discuss how the employer-employee relationship begins to develop as early as your company's first interaction with the candidate. – as you read hire with fire, you will take an inside look into the mind of the candidate and hiring manager as they progress through the hiring process. with hire with fire, you will gain insight into your own processes that might cause you to challenge your current interviewing techniques. by comparing the hiring process to a personal relationship, you will view hiring from a broader human relationship perspective. the authors create a relationship-driven hiring plan for you to follow. their insight will help you build successful relationships with candidates and future employees that will benefit your company for years to come. – who should read hire with fire? whether you are a ceo, a human resource manager, experienced or new to hiring, hire with fire will show you how to hire the best people -who will set your company apart from the competition. although geared toward the hiring authorities, those seeking employment can also gain a unique perspective into what employers want in their new employees.

Hiring decisions can be challenging for even the most experienced managers. you want to hire top talent – "a" players, high achievers, and top performers who are engaged and passionate about their work. but how do you screen for these important traits during the interview process to hire the best candidate for the job? is there an interview method which would give you more confidence in your hiring decisions? discover four key traits and how to hire the best candidate using the hire with fire method – hire with fire offers hiring managers and leaders from every industry, as well as top human resource professionals, a successful and easy-to-use method for selecting, interviewing and hiring today's best and brightest talent. with over two decades of recruiting and talent management experience, authors, denise and randy wilkerson, offer a unique interview method designed to help you hire top performers, develop great teams and create an engaging workforce. in addition to discussing best practices, the authors explore how to interview and select the right candidate through their interview method, "hire with fire." the hire with fire method offers four key qualities found in a-players and teaches you how to screen for these important traits. – through their discussions and comments from other leading management professionals, the question of how to hire the best person for a job becomes clear and you will develop a more systematic approach to interviewing and hiring, limiting decisions based on gut-reaction. explore the principles of a relationship-driven interview and hiring method – hire with fire takes an educational, entertaining, and thought-provoking look into the interview and hiring process. the authors believe that creating an engaged workforce starts with how you hire and who you hire. for this reason, they discuss how the employer-employee relationship begins to develop as early as your company's first interaction with the candidate. – as you read hire with fire, you will take an inside look into the mind of the candidate and hiring manager as they progress through the hiring process. with hire with fire, you will gain insight into your own processes that might cause you to challenge your current interviewing techniques. by comparing the hiring process to a personal relationship, you will view hiring from a broader human relationship perspective. the authors create a relationship-driven hiring plan for you to follow. their insight will help you build successful relationships with candidates and future employees that will benefit your company for years to come. – who should read hire with fire? whether you are a ceo, a human resource manager, experienced or new to hiring, hire with fire will show you how to hire the best people -who will set your company apart from the competition. although geared toward the hiring authorities, those seeking employment can also gain a unique perspective into what employers want in their new employees.

How to select exceptional employees! you cannot manage productively without first hiring effectively, yet all too often this most important of all management skills is overlooked–as if on promotion into management, a manager becomes mysteriously endowed with all the critical skills of intelligent employee selection. the odds are that no one ever taught you how to hire effectively and manage productively–until now. – martin yate, cpc, new york times bestselling author of the knock 'em dead career management books, brings his inimitable practical insights to bear on effective employee selection and productive management in this latest edition of knock 'em dead: hiring the best. with every page completely rewritten to meet the demands of the internet age, hiring the best gives you intelligent strategies coupled with the practical tactics that can deliver successful hires every time. among the new features of this entirely new edition are:how to organize and manage effective selection programs. – how to execute time management sensitive interviews. – learn practical interview tricks that improve your overall communication skills. – access more than 500 new interview questions that lead to smart hires. – how to make the right hiring decisions and get new hires off to a fast start. – how to re-engineer selection tactics for productive day-to-day management. with knock 'em dead: hiring the best, you will not only find the best candidates, you can ensure they succeed once they're on your payroll.

How to select exceptional employees! you cannot manage productively without first hiring effectively, yet all too often this most important of all management skills is overlooked–as if on promotion into management, a manager becomes mysteriously endowed with all the critical skills of intelligent employee selection. the odds are that no one ever taught you how to hire effectively and manage productively–until now. – martin yate, cpc, new york times bestselling author of the knock 'em dead career management books, brings his inimitable practical insights to bear on effective employee selection and productive management in this latest edition of knock 'em dead: hiring the best. with every page completely rewritten to meet the demands of the internet age, hiring the best gives you intelligent strategies coupled with the practical tactics that can deliver successful hires every time. among the new features of this entirely new edition are:how to organize and manage effective selection programs. – how to execute time management sensitive interviews. – learn practical interview tricks that improve your overall communication skills. – access more than 500 new interview questions that lead to smart hires. – how to make the right hiring decisions and get new hires off to a fast start. – how to re-engineer selection tactics for productive day-to-day management. with knock 'em dead: hiring the best, you will not only find the best candidates, you can ensure they succeed once they're on your payroll.

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! 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.

In hire who you want, john hiester provides insightful and actionable wisdom on how to attract and retain talent. using personal anecdotes and stories, john guides business owners through the mindset and best practices needed to improve their hiring process. timely and necessary, hire who you want addresses our current employment crisis while still remaining relevant across time and industry. in john hiester's first book why jacob matters, he taught business owners how to achieve greatness by defining it for themselves, and building a culture of accountability. now, he returns with a book committed to understanding the needs and motivators of an elusive labor force.whether you are a small business looking to hire your first employee, or upper management in a large corporation, hire who you want will equip you with the skills, knowledge, and expertise to not only attract talented, loyal, and hardworking employees but how to keep them for years to come. john hiester is the founder and ceo of hiester automotive. he is an award-winning speaker, author, and business owner.

Are you struggling to diversify your workforce? is your company consistently missing its diversity goals? there are proven approaches for connecting with qualified candidates from underrepresented demographics. and when you know how to design a hiring process that will set them up for success, they'll be eager to accept your offer. building on the momentum of her book, better allies: everyday actions to create inclusive, engaging workplaces, karen catlin has created this helpful hiring guide filled with best practices to recruit and hire people from underrepresented ethnicities and genders, with non-traditional educational backgrounds, with gaps on their resumes, or from older generations. with examples, stories, checklists, rubrics, and guidelines galore, this unique tool will help you transform your hiring process to attract and retain diverse applicants. read this guidebook for actionable steps you can take to fill your pipeline with candidates from underrepresented groups and ensure you have an inclusive interview process that paves the way to a more diverse workforce.