Until recently, it's been the norm for employers to invest a lot of time, money, and care in the selection of their management personnel and to view hourly employees as replaceable cogs in a wheel. This outdated, wrong-headed practice is exactly what will separate the losers from the winners in the new millenium. Today's exemplary organizations all have one thing in common - they place an unusually high significance on the selection of every employee- managers, supervisors, and hourlies. Over 70% of the U.S. workforce is comprised of frontline workers and the firms that will fall by the wayside are those that continue to pay scant attention to how these hourly employees are interviewed and selected. 267 Hire Tough Proven Interview Questions is a must-have for everyone who hires or manages hourly employees.
Book Description
Frequently Bought Together
Editorial Reviews
About the Author
With more than 20 years of research, consulting and professional speaking experience to his credit, Mel Kleiman is a recognized authority on strategies to recruit, select and retain the best hourly employees.
Kleiman is president of Humetrics, Inc., a Houston-based company he began in 1976 to provide human resource consulting services to a wide range of industries. In response to specific client needs, Humetrics has become a leading supplier of advanced pre-employment testing tools and designer of employee recruiting and selection systems for hourly employees in service-driven industries (e.g., grocery and convenience stores, fast food outlets, restaurants and retailers).
Kleiman is also managing partner of the Hire Tough Group, a nationally recognized team of human resource experts he assembled in June 1999 to help companies reduce hourly employee turnover through proven approaches to employee recruitment, selection and retention.
Kleiman has worked with national corporations, trade associations and many smaller, regional businesses, including Dominos Pizza, Phillips 66, Time Warner, the Food Marketing Institute, the National Restaurant Association and the National Association of Convenience Stores. He delivers more than 75 seminars and keynote presentations each year and is the author of:
Hire Tough, Manage Easy How to Find and Hire the Best Hourly Employees
Blueprint for Successful Hiring
Regularly published columns for the Journal of Petroleum Marketing and Tobacco Retailer magazines.
A member of the National Speakers Association since 1992, Mel received the prestigious Certified Speaking Professional designation in August of 1999.
Product Details
Would you like to update product info or give feedback on images?
|
More About the Author
Discover books, learn about writers, read author blogs, and more.
Customer Reviews
|
Share your thoughts with other customers:
|
||||||||||||||||||||||
|
Most Helpful Customer Reviews
15 of 16 people found the following review helpful:
5.0 out of 5 stars
A Really Valuable Resource,
By
This review is from: 267 Hire Tough Proven Interview Questions (Paperback)
Even in today's seller's market in employment, we need to screen prospective employees before we hire them. The interview process becomes particularly important as we strive to select the right people to work in our environment-that cultural match thing.So, we've sorted through the resumes, applications, and referrals. We've done some good work with selection instruments. Now it's time for the interview. What shall we ask? How do we open conversation to learn more about the preferred applicants? Oh, sure, we have the old standby questions we've been asking for years. But, there's this nagging feeling that we should have even more questions-better questions-to really draw out the core of who these applicants really are. If you're looking for answers-er, questions, Mel Kleiman's handy guidebook is fully loaded. It's a small book, 5" by 8", saddle-stitched, 44 pages. But that almost throw-away packaging is deceiving. I've seen lots of interview questions in my time, but this book has some really good ones that I've never seen before. And the questions Kleiman considers key to a good interview are in boldface type. The book is easy to use. The book begins with a chapter on planning the interview. Kleiman builds his approach on his four CAPS categories. The CAPS acronym represents the Capacities, Attitudes, Personality traits, and Skills needed to fulfill job responsibilities. He explains what each area of concern means, and why each is important. Of course, different weights may be placed on each aspect of an applicant's qualifications, depending on the job. The second chapter, shown in the table of contents as "Structuring the Interview," is actually titled "The Best Interviews are Conversations, Not Inquisitions." The purpose of the job interview is not interrogation, but facilitation of open discussion. The emphasis is on information gathering. Kleiman points out the importance of getting the applicant to talk, rather than the interviewer. He also warns us not to explain questions asked, to avoid unintentionally giving away the answer you're looking for. His advice to stick to short, open-ended questions will be worth at least the price of the book to many readers . . . and we haven't even gotten to the questions yet! The questions themselves are loosely organized around the CAPS design. I say "loosely" because Kleiman offers more than just the four principal categories. The chapters all have equal weight, with the CAPS categories mixed in with the others-not quite the organization I might have expected, given his emphasis on CAPS. Categories of questions are Capacities (17), Education (29), Current Work Experience (21), Past Work Experience (17), Corporate Culture (15), Personal Effectiveness (17), Attitudes (31), Personality (29), Insight (34), Situational (36), and Skills (13). Now, with that knowledge of his categories . . . quick! Write 267 good questions to ask applicants! Can't do it can you? How many did you come up with? Probably nowhere near 267. Did you remember "Have you ever been discipline on the job or at school? Explain?" That's number 9 in the first set of questions (each category is separately numbered, rather than 1-267 running through the entire book). How about "How did your education prepare you for the real world?" Have you ever asked for a copy of an applicant's most recent performance appraisal? "What distinguishes a good employee from an average one" will certainly open some discussion and, no doubt, create opportunities for some interesting follow-on questions. "Since everyone in an organization doesn't necessarily like everyone else, what would the people who don't like you say about you?" Intriguing question? Reading the book, I came up with an interesting idea which we have implemented in our organization. During our weekly staff meetings, we now toss out one of Kleiman's questions for all of us to answer. We're all getting to know each other even better!
4 of 4 people found the following review helpful:
5.0 out of 5 stars
Great questions to find great people,
By
This review is from: 267 Hire Tough Proven Interview Questions (Paperback)
The process of interviewing and selecting great employees is one of the most difficult tasks in business. This book helps ease the process by providing some great questions to ask job candidates. The book also begins with some great information on planning and preparing for an interview. The adage "a failure to plan is a plan to fail" is never more true than when you are trying to hire good employees. If you don't think your employees are the key to your success, you are fooling yourself and asking good questions that will require some thought-provoking answers is a big step forward. The only weakness of the book is that it doesn't explain how to interpret answers but I'm not sure any book could do that. If you ask the right questions, you'll soon learn the acceptable responses and this book is a GREAT tool for asking the question.
3 of 4 people found the following review helpful:
5.0 out of 5 stars
A great resource,
By
This review is from: 267 Hire Tough Proven Interview Questions (Paperback)
Here at your fingertips you can have a great list of questions to choose from in interviewing candidates for your positions. It is an important part of the selection process and here it is supplied to you in one place. I like the variety of the questions and the stategy behind them. Good job.Wayne D. Ford, Ph.D., author of "How to Spot a Liar in a Job Interview" and "How to Spot a Phony Resume" docwifford@msn.com
Share your thoughts with other customers: Create your own review
|
|
Inside This Book
(learn more)
First Sentence:
While the market is flooded with how-to-get-a-job books, most of the people responsible for interviewing the job seekers are ill-prepared to do their part because they have not been trained in interviewing skills. Read the first page New!
Concordance | Text Stats Browse Sample Pages:
Front Cover | Table of Contents | First Pages | Back Cover | Surprise Me!
While the market is flooded with how-to-get-a-job books, most of the people responsible for interviewing the job seekers are ill-prepared to do their part because they have not been trained in interviewing skills. Read the first page New!
Concordance | Text Stats Browse Sample Pages:
Front Cover | Table of Contents | First Pages | Back Cover | Surprise Me!
Citations (learn more)
1
book
cites this book:
- The Employer's Legal Handbook, Fifth Edition by Fred S. Steingold on page 21
What Other Items Do Customers Buy After Viewing This Item?
Tags Customers Associate with This Product(What's this?)Click on a tag to find related items, discussions, and people.
|
Sell a Digital Version of This Book in the Kindle Store
If you are a publisher or author and hold the digital rights to a book, you can sell a digital version of it in our Kindle Store.
Learn more
Customer Discussions
|
This product's forum
Active discussions in related forums
Search Customer Discussions
|
Related forums
|
