Another book that helps you formulate job interview questions to identify high performance people and even covers how to spot evasions and untruths (Don't we still call them lies?)

Well reviewed, and one of the better sellers at Amazon.

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Product Description

"Every harried interviewer knows the danger of throwing out vague questions to a potential employee. You get canned answers in response -- and the result can be a disastrous hiring decision.

Now there's a quick way to find out what really makes a candidate tick. Presented in a handy question-and-answer format, this new book supplies 96 probing interview questions, plus helpful tips on interpreting the responses. It details how to:

* elicit spontaneous, truthful responses

* watch out for red flags that predict subpar

performance

* solicit meaningful information from reference

checking

* hire people that best fit the organization's needs

With questions covering 17 topics and all types of job openings, the book serves as both a ready reference for managers and a refresher course for seasoned human resources personnel."

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Product Details

• Amazon Sales Rank: #21093 in Books
• Published on: 1996-09-30
• Number of items: 1
• Binding: Paperback
• 240 pages

Midwest Book Review
Plenty of job titles advise on how to handle interview questions; but too few lend depth to the employer's side - what to ask, and how. Falcone's title is invaluable in telling how to organize interviews to best identify high-performance candidates and how to spot evasions and untruths. An excellent guide to turning general answers into specifics, and to using these candidates' specifics to assess strengths and weaknesses.

Review

“…a great tool for the employee recruitment process.”

— Credit Union Management

“[96 Great Interview Questions to Ask Before You Hire] will enable even new managers to recruit like seasoned pros.”

— New Equipment Digest

“…invaluable in telling how to organize interviews to best identify high-performance candidates and how to spot evasions and untruths.”

— Midwest Book Review

Download Description
Every harried interviewer knows the danger of throwing out vague questions to a potential employee. You get canned answers in response -- and the result can be a disastrous hiring decision.Now there's a quick way to find out what really makes a candidate tick. Presented in a handy question-and-answer format, this new book supplies 96 probing interview questions, plus helpful tips on interpreting the responses. It details how to:

• elicit spontaneous, truthful responses
• watch out for red flags that predict subpar performance
• solicit meaningful information from reference checking
• hire people that best fit the organization's needs.

With questions covering 17 topics and all types of job openings, the book serves as both a ready reference for managers and a refresher course for seasoned human resources personnel.

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Customer Reviews

Great book. Wish there was a good interview book for the public sector/my profession
This book was an excellent resource in recent interview preparations for a new hire and I will definitely keep it in my collection. I was able to quickly compile ones I thought were applicable and have a handy list for the interview. My only wish is that they made more interview books suited towards public sector jobs. Still I highly recommend it.

How to avoid making a VERY expensive mistake
Falcone offers invaluable advice as to how to "identify high performance candidates, probe beyond superficial answers, spot 'red flags' which indicate evasions or untruths, get references which provide reliable information about candidates, and negotiate job offers which attract winners." The value of this book is perhaps best indicated by the results of research conducted by Bradford D. Smart of more than 4,000 executives in 50 of the "Fortune 500" companies, shared in Topgrading which I have reviewed previously. The results confirm Peter Drucker's assertion that "The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are very good at it." For me, the most stunning revelations in Smart's book are found on page 50, in Figure 3.2, "Cost of Mis-Hire Study Results." According to the results of Smart's extensive research study, the sum of total costs of a mis-hire (on average) are as follows:

Base salary Less than $100,000: 14 times salary

Base Salary $100,000-250,000: 28 times salary

All Salaries: 24 times salary

Sobering statistics indeed. In his book, Falcone includes two recurring sections which define the context within which each of the 96 questions is asked: "Why Ask This Question?" and "Analyzing the Response." He also alerts the reader/interviewer to relevant "Red Flags" which might otherwise be invisible. Books such as this (and it's one of the best) can guide and inform a rigorous process by which to identify those candidates which offer the strongest talent, skills, and (yes) character. I strongly recommend this book to any and all decision-makers and decision-influencers who are involved in their organization's hiring process. But please keep in mind that candidates may have also read this book. For interviewers, it is highly desirable to reveal the person "behind the resume." It is also imperative to obtain "real information" from credible reference persons. My own opinion is that they as well as candidates need to be thoroughly checked out.

Perfect for Recruiters and Hiring Managers
Paul Falcone worked as the Employment Manager for a very large mortgage company. His 96 questions are a compilation of questions that he gathered over the years that help narrow down a candidate pool. These questions are above and beyond the normal tested legal quidelines, they ask whether a person can do the job as described.

If you are a hiring manager, this will help you to have a template to ask great job related questions. For those organizations who like to have structured interviews, this can be used to pick and choose questions for various managers to help compile a great profile from the interview process. Structuring allows you not to repeat the same questions and shows the candidates that you are careful in your selection process and are interested in getting the best.

If you are a recruiter, manager or even a job seeker wondering what may be asked in an interview, this is a great tool to have in your library.