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45 Effective Ways for Hiring Smart! : How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game
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50 new or used available from $0.47
Average customer review:
Again, this book has been extremely well reviews in the press and by readers. Comments suggest this book is not only informative but entertaining due to its use of a number of anecdotes on the hiring process.
Several readers have called this book the one to get if you are are going to get just one!
Product Description
People are the most valuable asset in today's fiercely competitive workplace. In HIRING SMART, now available in paperback for the first time, Dr. Mornell delineates 45 simple strategies for "people reading"—observing a candidate's behavior and predicting what they'll be like in the workplace—that virtually guarantee hiring the best possible candidate for any job.
Product Details
- Amazon Sales Rank: #440173 in Books
- Published on: 1998-07
- Number of items: 1
- Binding: Hardcover
- 226 pages
Editorial Reviews
Publishers Weekly, July 28, 2003
While there are many books that help select the best people, my top pick is HIRING SMART by Pierre Mornell.
About the Author
DR. PIERRE MORNELL is a psychiatrist who helps companies evaluate and select key people. He has served as advisor to organizations as diverse as Intuit, Kinko's, PowerBar, and Pentagram. Dr. Mornell has a son and two daughters and lives in Marin County, north of San Francisco.
Customer Reviews
Powerful tool for building a consistent hiring process that works for you!
This book provides you with 45 effective strategies that you can pick and choose from to develop a hiring methodology that YOU feel comfortable with and WORKS FOR YOU. I just got off the phone with a friend that I hired several years ago as a sales rep who is now recruiting and managing a sales force at another company. I told him that if he could only read one book on interviewing, this was the one. In close to 20 years of hiring salespeople, this is the most practical and useful book that I've encountered. The content is great and I enjoyed the writing style and the aesthetics of the book as well. It's a fun, interesting and rewarding read!
People are not losers, Attitudes and Behaviors are.
I believe that any author who would catagorize people as being losers, is a part of the problem and not the solution. God would not want us to ever give up on our fellow human beings; He would want us to forgive and not discard people as if we were some disposable commodity. Businesses will never survive as long as we think only about the "bottom line".
Good for people who do a few critical hires
I bought this book because it was written by a Psychiatrist and looked like a methodical, psychological approach to hiring. It is a good book, but it has some limitations.
The book is organized temporally by stages of the interview process. There are forty-five topics that present ideas for how to interview candidates at each stage. The book covers all the common interview processes, but also presents creative and original approaches that are intended to reveal personality or character. One example I really like is meeting the spouse. I have asked to go out to dinner with potential bosses and their spouses to see what kind of people they are (and they get to meet my wife, too, which has frankly been to my advantage).
Overall, the strategies presented are good, but many people would say they are too time consuming for use in hiring a lot of people. I would be surprised if a Fortune 500 company used the complete strategy for routine hires. But most of us are not hiring a lot of people, so that is not an excuse for not using good ideas. Hiring key people, such as executives, should be a methodical and careful process. So should hiring just one programmer to add to your six person team.
I have two concerns about the strategies presented. The first is that foreign-born people may respond differently than expected to psychological things. For example, if you ask some people the meaning of the phrase "People who live in glass houses shouldn't throw stones," they will misunderstand the question because it is culturally linked. By the same token, one question in the book abstractly described playing the game Monopoly, but some people would not understand because they know nothing about parlor games. Because of America's rapidly growing multi-culturalism, I am hesitant to employ some of these strategies.
The other danger of being too sophisticated is that we may reach beyond our qualifications to interpret the results. I would be very interested in employing the services of Dr. Mornell to interview an executive candidate since he is an experienced and knowledgeable Psychiatrist. I would be wary of trying to draw too many conclusions myself about the psychological make-up of a candidate. It is also true that a certain amount of finesse and talent is needed or else you will not get meaningful results.
The approach presented in this book is intellectual and requires a great deal of effort. If you are looking for an easy road to hiring great people, I wish you luck, but this book isn't it anyway. If you have the time and determination to implement these ideas, you might get good results with the caveats I pointed out above. I can say that I certainly enjoyed reading the book and got some great ideas from it.
