Human Resources Personnel Management

Download Ask the Right Questions Hire the Best People (1999) by Ronald W. Fry PDF

By Ronald W. Fry

The bestselling writer of "101 nice solutions to the hardest Interview Questions" takes employers step by step throughout the hiring strategy.

Show description

Read or Download Ask the Right Questions Hire the Best People (1999) PDF

Best human resources & personnel management books

The Complete Reference Checking Handbook: The Proven (and Legal) Way to Prevent Hiring Mistakes

The unique variation of the entire Reference Checking instruction manual supplied managers, small corporation proprietors, and human assets execs with all of the instruments and data essential to decrease screening time, determine underqualified or most likely tricky staff, and get sincere and actual details from references, all whereas staying inside criminal limitations and warding off fees of discrimination.

Selbstcoaching in 7 Tagen: Wie Sie Ihren persönlichen Weg zum Erfolg finden - Mit vielen Übungen

Wie kann ich Karriere und innere stability zusammenbringen? Wie kann ich in Verantwortung für andere meinen eigenen Weg gehen? Wie kann ich mich und andere besonnen und mit innerer Ruhe erfolgreich führen? Gregor Wilbers, Diplomkaufmann, früher erfolgreicher Fondsmanager und nun seit vielen Jahren Führungscoach, zeigt in diesem Buch, wie es gelingt, Überzeugungen, Visionen, Träume und wirtschaftliche Notwendigkeiten praxisnah zusammenzuführen und auf diese Weise erfolgreich und zufrieden seinen eigenen Weg zu gehen.

50 Case Studies for Management & Supervisory Training (50 Activities Series)

Managers and supervisors will sharpen their analytical and decision-making talents with this new choice of absolutely reproducible case stories. in response to genuine, real-life events, those workouts organize supervisors and staff leaders for the hard difficulties they face in modern day complicated office.

I'm Sorry I Broke Your Company: When Management Consultants Are the Problem, Not the Solution

It’s the folks, silly! Karen Phelan is sorry. She fairly is. She attempted to do enterprise through the numbers—the administration advisor way—developing measures, optimizing procedures, and quantifying functionality. the one challenge is that companies are run by way of humans. and other people can’t be plugged into formulation or summed up in scorecards.

Additional info for Ask the Right Questions Hire the Best People (1999)

Example text

And although interviews with Telephone Screeners or Managers may be rushed to accommodate hectic schedules, Human Screens are generally in a position to spend a comparatively long amount of time with a particularly qualified candidate. That means they're often likelier to find a larger number of potentially strong matches than members of the other two groups. The "Cons" of This Style These interviewers often do not have direct knowledge of the day-to-day requirements of the job to be filled. They have formal summaries, of course, but they often don't possess the same first-hand familiarity with the skills, temperament, and outlook necessary for success on the job.

Page 25 Make no justifications. Buzz the resumes and instantly reject those that do not meet your basic standards. As you conduct this initial screening maneuver, you'll be able to remove from consideration a large chunk of the resumes on your desktypically between 50 and 80 percent of them. You'll also find that something very interesting takes place. Of the resumes that remain, some will make a much more positive impression on you than others. There are two likely reasons for this. First, the applicant may have taken the time and trouble to compose the resume and cover letter specifically to fit the opening you've advertised.

M. on a Saturday night, you're going to have a problem. You're not looking for an employee. You're looking for a kindred spirit. You may have to wait awhile before you find one. And, when you do, you may well have to give up a piece of your company to compensate him or her for the outsized dedication you expect. " Then the poor new hire comes to realize that 85 percent of the day consists of tasks that fall into that "other duties" category. Save yourselfand your employeessome aggravation. Make sure the "miscellaneous" category in the job description does not camouflage something an otherwise qualified person would reasonably resent doingor feel frustrated enough about to consider parting company.

Download PDF sample

Rated 4.59 of 5 – based on 22 votes