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The Essential Guide for Hiring & Getting Hired [Kindle Edition]

Lou Adler
4.8 out of 5 stars  See all reviews (49 customer reviews)

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Book Description

This book is written for everyone involved in the hiring process.

It will help hiring managers and recruiters find and hire more top-notch people for any job, from entry-level to senior executive. Using the two-question Performance-based Interview, anyone who is involved in assessing candidates will quickly be more effective and more accurate.

Just as important, it will help job-seekers find better jobs by giving them an inside view of how most companies look for, assess and hire new employees. Hiring top talent starts by clarifying expectations up front. This has been shown to be the primary reason people perform at peak levels. This book is based on the Performance-based Hiring process Lou Adler introduced in his Amazon bestseller, "Hire With Your Head".

Performance-based Hiring is now used around the world in small and large organizations and companies. However, it is a non-traditional hiring process. Performance-based job descriptions—which we call performance profiles—replace the commonly used skills- and experience-based job descriptions. Instead of emotions, feelings and biases, evidence is used to assess competency and fit within the organization. Rather than weed out people who don’t posses some arbitrary list of prerequisites, compelling career messages are used to excite and attract the best.

Due to this unconventional but commonsense approach, David Goldstein of Littler Mendelson, the largest labor firm in the U.S., was asked to review Performance-based Hiring and provide a general statement of validity. Here’s his summary:

"Because the Performance-based Hiring system does differ from traditional recruiting and hiring processes, questions arise as to whether employers can adopt Performance-based Hiring and still comply with the complex array of statutes, regulations, and common law principals that regulate the workplace. The answer is yes.

In particular:

A properly prepared performance profile can identify and document the essential functions of a job better than traditional position descriptions, facilitating the reasonable accommodation of disabilities and making it easier to comply with the Americans with Disabilities Act and similar laws.

Even employers that maintain more traditional job descriptions may still use performance profiles or summaries of performance profiles to advertise job openings. Employers are not legally required to post their internal job descriptions when advertising an open position. Nor is there any legal obligation to (or advantage in) posting boring ads.

Focusing on Year 1 and Beyond criteria may open the door to more minority, military, and disabled candidates who have a less 'traditional' mix of experiences, thereby supporting affirmative action or diversity efforts.

Conducting performance-based interviews ensures that the interviews will be structured and properly focused and minimizes the risk of an interviewer inquiring into protected characteristic. Moreover, since the performance-based interviews are conducted pursuant to a common methodology, one is assured that the candidates are being fairly compared.

Performance-based interviewing promotes fair consideration of the different skills and experiences that each candidate has to offer—which is essential to promoting diversity."

Performance-based Hiring can help companies find and hire the best talent available. On the other hand, understanding how companies make these critical decisions can help job-seekers navigate these tricky waters, the poorly designed hiring processes still in use. But no matter which side of the hiring desk you are on, hiring the right person or getting the right job will increase satisfaction, performance and motivation. All it takes is a little common sense, which surprisingly seems in short abundance in the world of hiring.


Editorial Reviews

About the Author

Lou Adler is the president of The Adler Group (www.louadlergroup.com), an international training and consulting firm helping companies implement Performance-based Hiring. He is the Amazon bestselling author of "Hire With Your Head" (John Wiley & Sons, 3rd Edition, 2007), the Nightingale-Conant audio program "Talent Rules! Using Performance-based Hiring to Hire Top Talent" (2007) and "The Essential Guide for Hiring & Getting Hired" (Workbench 2013). Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, HRPA, SMA, ERE, LinkedIn, Kennedy Information and HR.com. He holds an MBA from UCLA and a BS in Engineering from Clarkson University.

Product Details


Customer Reviews

Most Helpful Customer Reviews
20 of 21 people found the following review helpful
5.0 out of 5 stars Nails It - Again! February 25, 2013
Format:Kindle Edition|Verified Purchase
Lou Adler's latest volume on performance-based hiring is a combination of a message Lou has preached for more than a decade with an update on some of the latest trends and issues that hiring managers in organizations face today.

I deliberately say preach because Lou has fought a powerful fight to improve the hiring process for organizations based on sound management principles, powerful legal verification, and many years of overwhelming evidence that the techniques work for organizations that have implemented them. I also say preach because Lou's message contains a continuing increase in the frustration over why more hiring managers in organizations don't implement these practices. Lou has been calling for the elimination of traditional job descriptions in the hiring process since long before the publication of his first book. If the reader doesn't perceive a bit of frustration over the place they still hold in many hiring processes, they are either not reading the book carefully enough, or they haven't had the honor as I have of meeting and working closely with Lou in implementing performance based hiring concepts. The job description as a basis for recruiting and hiring guarantees the overall failure of the goals to hire top performers in an organization.

In addition to Lou's powerful repetition on the danger of using job descriptions, he continues to provide sound advice on how to write better ads, craft a better recruiting strategies, and perhaps most important from my perspective provide excellent advice on how to conduct an interview. This is perhaps the area where my professional frustration will come into play and clearly illustrate why I so strongly support Lou's position.
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18 of 19 people found the following review helpful
Format:Kindle Edition
Every career-related book that I've ever read has been written to benefit the employer or the job seeker. One or the other. But never both. Until now.

I've had the pleasure of reading Lou's latest book, The Essential Guide for Hiring & Getting Hired, and absolutely loved it. This is no dry business-related book. This is no 250 page book that really should be 50 pages. This is no opinion-based book masquerading as fact. This is an entertaining, informative, data driven book that convinces recruiters and hiring managers that the way most of them hire is wrong and how to correct their process AND it provides to the job seeker a fascinating behind-the-scenes peak at that process.

The vast majority of job seekers know little to nothing about how employers hire. They'll be shocked at how random and flawed the process is within even the most respected organizations. Yet rather than leaving those job seekers feeling even more hopeless and frustrated than many already are, Lou goes the extra mile and provides easy-to-understand instructions for those job seekers as to how they can ensure that they're considered and greatly increase the likelihood that they get hired for the jobs for which they're qualified.

If you're looking to find cheat sheets on how to get hired for jobs for which you're unqualified, look elsewhere. Lou repeatedly reminds the reader that this book is all about making sure that employers hire the best possible candidates for their positions. He shows the reader why so many employers don't know how to do just that and then provides employers and job seekers with guidance as to how those employers should be evaluating talent.

If you've ever felt highly qualified for a job yet been passed over by someone who doesn't seem like a good fit -- and who of us hasn't -- then this is a must read.
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11 of 12 people found the following review helpful
Format:Kindle Edition
When Lou told me he was writing a book that would be equally relevant for talent acquisition professionals, hiring managers, senior executives and jobseekers alike, I was mildly skeptical. It's hard to be all things to all people, and yet somehow Lou manages it with eloquence.

His relevance for the recruiting set is a given, and the advice dispensed here, revisiting classic Adler theory while mixing in some new elements, is uniformly good stuff. Whatever today's economic readout says, if you're in the market for top talent, it's high time you adopt a talent scarcity strategy and think about the implications for the way you attract, engage and hire candidates.

As a hiring manager who's been through Lou's training and who routinely uses the two question performance-based interview, I can vouch for the benefits for hiring managers. I once learned the hard way the benefits of breaking one of Lou's rules and I won't be making the same mistake again.

To senior executives, I say this: if talent really is your number one priority, pop this on your nightstand and delve into it at will. Understand what your talent acquisition team is up against. Think about what needs to happen at your company in order to raise the bar on talent. Plenty of food for thought here.

To jobseekers: given his in-depth knowledge of the recruiting realm it shouldn't come as a surprise, but the way Lou reverse-engineers the 'so-what' for the candidate is invaluable. This is the way the world recruits in a post-social world. You need to understand your audience and plot your moves accordingly.

You can't do a lot for under $10 these days, but whether you're talent acquisition leader, recruiter, hiring manager, company exec or candidate, I'd encourage you to invest in Lou's guide to Hiring and Getting Hired.
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Most Recent Customer Reviews
4.0 out of 5 stars Clear roadmap
The guide is a clear roadmap to be followed by employers and candidates. I found specially interesting the recommendations about specific items, such as how to handle... Read more
Published 1 month ago by Alejandro Lacalle
5.0 out of 5 stars Good book
I liked this book! Very useful examples and description of structured interviews approach based on MSA and PSQ. Read more
Published 1 month ago by Pavel Moiseev
5.0 out of 5 stars good source for job seekers
Good source for the job seeker to see both sides of the hiring process. The different types of processes and the different types of personalities of the people doing the hiring.
Published 1 month ago by RogerB
5.0 out of 5 stars enjoyed this book
I found this book very informational and easy to read. i liked how it related to more than an employer but also related to the job seeker and recuiters perspective.
Published 1 month ago by Lizz
5.0 out of 5 stars Great Prep for Interviews
This book really gave some great insights into the minds of recruiters. I found it very helpful as a companion book to the more typical books about ho to prepare for questions. Read more
Published 1 month ago by Michele Clarke
4.0 out of 5 stars Helpful recruiting advice.
I agree with most of what he is teachings. He embraces a unique approach to recruiting, that I also embrace.
Published 2 months ago by Heath Taylor
5.0 out of 5 stars Differnet point of view
This book gives the reader, new approach to the hiring process. Advises are very helpful also for candidates.
The price is very good.
Published 2 months ago by Nikolay Kirov
4.0 out of 5 stars A great book from the hiring perspective
For a hiring manager's perspective, it's a great book; however, the candidate's perspective is not up to my expectations -may be my expectations are bit misplaced. Read more
Published 3 months ago by Amal Nandan Prasad
5.0 out of 5 stars Great book
A bit difficult at times, but Lou thoroughly covers the topic on hiring and gives you something you can use right out of the box. Read more
Published 3 months ago by John
5.0 out of 5 stars Fantastic book for both candidates and hiring managers
Best business book I've read in a long time. Lots of actionable recommendations for job seekers as well as recruiters and hiring managers. Read more
Published 3 months ago by John M Gannon
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More About the Author

Lou Adler (lou@adlerconcepts.com) is the president of The Adler Group (www.adlerconcepts.com), an international training and consulting firm helping companies implement Performance-based Hiring. He is the Amazon best-seller author of "Hire With Your Head" (John Wiley & Sons, 3rd Edition, 2007), the Nightingale-Conant audio program "Talent Rules! Using Performance-based Hiring to Hire Top Talent" (2007) and "The Essential Guide for Hiring & Getting Hired" (Workbench 2013). Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, HRPA, SMA, ERE, LinkedIn, Kennedy Information and HR.com. He holds an MBA from UCLA and a BS in Engineering from Clarkson University.

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