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Hiring the Best: Manager's Guide to Effective Interviewing and Recruiting, Fifth Edition Paperback


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Hiring the Best:  Manager's Guide to Effective Interviewing and Recruiting, Fifth Edition + 96 Great Interview Questions to Ask Before You Hire + Hire With Your Head: Using Performance-Based Hiring to Build Great Teams
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Product Details

  • Paperback: 272 pages
  • Publisher: Adams Media; 5 edition (August 30, 2005)
  • Language: English
  • ISBN-10: 1593374038
  • ISBN-13: 978-1593374037
  • Product Dimensions: 9.2 x 6.1 x 0.7 inches
  • Shipping Weight: 15.5 ounces (View shipping rates and policies)
  • Average Customer Review: 4.5 out of 5 stars  See all reviews (18 customer reviews)
  • Amazon Best Sellers Rank: #103,370 in Books (See Top 100 in Books)

Editorial Reviews

About the Author

America's leading advocate for working professionals, Martin Yate, C.P.C. is the author of the bestselling Knock 'Em Dead series, which includes Knock 'Em Dead Resumes, 6th Edition and Knock 'Em Dead Cover Letters, 6th Edition. His previous positions include National Director of Training for Dunhill Personnel System, Inc. and Director of Personnel for Bell Industries Computer Memory Division. Martin Yate resides in Savannah, GA.


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Customer Reviews

4.5 out of 5 stars
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See all 18 customer reviews
Again, I found the advice and suggestions relevant and informative.
Layla Halabi
It provided lots of helpful questions and processes for a successful hiring process.
M. Hoffmeister
The first time I read this book was during an HR class on recruiting in the 90's.
Sarah G

Most Helpful Customer Reviews

18 of 18 people found the following review helpful By Texas Techie on January 19, 2005
Format: Paperback
I use this book both for interviewing techniques and for preparing to be interviewed. Its a great book for interviewing because he presents the pros and cons of different techniques and gives what I consider to be a good framework for identifying quality candidates. Its a great book for preparing to be interviewed because it helps you identify the objectives of interviewers and make a better case. As a hiring manager, you should be able to pass an interview with flying colors, shouldn't you?

Perhaps the most enlightening wisdom I got from the book was the enumeration of the qualities of a good employee:

1. Ability to do the job

2. Willingness to do the job

3. Manageability of the candidate

Most interviews focus on the abilities of the candidates and stop there. Big mistake! Mr. Yate gives you guidance on evaluating the whole candidate, and in general I like and agree with his advice.

Other good ideas are evaluating the cracks in resumes, phone screening, and lunch. Never hire anyone without checking background, verifying employment and education, and seeing if they can carry on a conversation at lunch.

I draw ideas for interviews from several books, but this one is the overall framework that I have worked from. I feel the style is readable, the length is appropriate, and the content is excellent.
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13 of 13 people found the following review helpful By Layla Halabi on June 27, 2005
Format: Paperback
This is an extremely well written and very useful book on hiring techniques and methods. The author analyzes all aspects of the hiring process beginning with the different types of resumes and when each type is used; what flags to look for and how to evaluate an applicant's overall resume. Chapter five focuses on short-listing through a `phoner' while the subsequent chapters are devoted to interviewing techniques and the science of asking questions.

The author introduces four different interviewing techniques - Situational; personality profile; stress; and & behavioral - and also gives a very useful and informative analysis of the different types of questions that can be asked in a hiring interview like half-right reflexives; hamburger-helper questions; and question layering. In the following chapters, the author focuses on evaluating the candidate's ability and willingness to do the job as well as manageability. The questions and the author's commentary on what to look for and red flags in an applicant's answer are informative, highly usable, and extremely useful. These are not your 'standard' interview questions (though there are some pretty standard questions included). They are well formulated and clever probes into the applicant's skills, knowledge, personality, and background.

The rest of the book is devoted to functional areas with a chapter devoted to clerical, management, sales, contingency workers and law hires. Again, I found the advice and suggestions relevant and informative. In formulating the hundreds of question suggestions scattered throughout the book, the author has given a lot of thought to the qualities, experiences, and areas of concern that hiring managers and HR people focus on.
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6 of 6 people found the following review helpful By Paul H. Henning on August 21, 2005
Format: Paperback
Like many small business people, I was a complete bozo at hiring for many years. Fortunately, at some point I woke up to that fact and decided to educate myself. I took classes, read books and did everything I could to become a skilled interviewer. Without question, one of the most helpful tools to escaping Bozoland was this book. Although I am now a freelance business consultant and have no employees of my own, I frequently assist my clients with their own hiring processes, and in so doing I still refer extensively to Martin Yate's excellent book.
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8 of 9 people found the following review helpful By M. Hoffmeister on July 20, 2000
Format: Paperback
If you are looking for a solid foundation of your interview process, take a look at this book. It provides helpful ideas on how to approach your job candidates. Can they do the job, are they willing and can they be managed. It provided lots of helpful questions and processes for a successful hiring process. I have to say, that I am not a professional recruiter just someone that needs to hire and evaluate his new employees.
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3 of 3 people found the following review helpful By A Customer on April 5, 2000
Format: Paperback
This book is fabulous. You quickly learn both interviewing skills and interviewing strategies. There are many examples and sample questions which help elaborate on the ideaa presented. It is so helpful that I've ordered three more copies to pass around at work.
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1 of 1 people found the following review helpful By Marco on February 17, 2010
Format: Paperback Verified Purchase
This is one of the best books on the topic out there.

I went with four stars because the author gives a very one-sided view of drug testing.
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1 of 1 people found the following review helpful By Tom K. on December 3, 2009
Format: Paperback
I first read this book 10+ years ago. The advice has gotten better with age. Hiring is not complicated. It takes some discipline and focus. Yate boils it down to 3 questions, restated in the most direct terms:

1. Can you do the minimum requirements of this position? (behavioral interviewing techniques follow naturally)
2. Are you highly self-motivated? (more behavioral interviewing ... give me another specific example ... )
3. Are you manageable? Do you willingly pursue the manager/firm's goals? (more behavioral interviewing ... with some sharper questions and pointed follow-up to trigger honest reactions and discussion)

This approach greatly reduces the risk of "hiring errors", especially if you require a team of interviewees to agree that a candidate passes all three tests. The chosen candidate may not be an ideal highflyer, but they will be able to do the job, be low maintenance for their manager and not derail the work of others.

This approach forces hiring managers and HR to agree upon essential qualifications up front, it scripts interviews for consistency, it reduces the allure of only hiring people just like me, it eliminates ethereal discussions about future growth potential, it neutralizes the sparkling personality advantage, it creates some tension and variety that yields more honest answers AND it sets the clear tone for managing the candidate once hired.

This approach also allows you to evaluate internal transfers in a fair way and give priority to them even if external candidates seem to be slightly "more qualified" or to provide internal candidates with clear feedback on what they could do to become more qualified for a position when you have to turn them down.
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