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Hiring and Keeping the Best People Paperback – January 2, 2003
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Top Customer Reviews
Peter Cappelli served as subject advisor to Richard Luecke, writer of this and other books in the Harvard Business School Essentials Series and author or developer of more than 30 other books as well as several dozen articles. As Luecke notes in the Introduction, Bradford Smith completed a study of 54 U.S. companies and learned that the average managerial "mis-hire" costs a company 24 times the individual's base compensation. How can that be possible? "Smith points to all the usual suspects" (the mis-hire's compensation and cost of maintenance, the initial hiring costs, severance expenses, the costs associated hiring and training a replacement," etc.) but the biggest cost...is the cost of the mistakes, failures, and missed opportunities that result from having the wrong person in a management position over several years."
The material in this volume is carefully organized within seven chapters, followed by three appendices which provide a sample job description and targeted interview questions as well as discussion of various "legal landmines" in hiring. Each chapter is introduced by a list of "Key Topics" to be covered in it and concludes with a brief Summary.Read more ›
The emphasis the book places on retention also strikes the right balance between keeping the best employees, keeping the most key employees (not the same thing), and cost. Not every employee has equal value to the company, nor does every position. Talent development is another topic that can help companies get more out of what they already have.
The book also discusses why culture matters and why trying to hire against your culture makes everyone worse off. How to handle problem employees and why HR needs to be involved in every termination is quite helpful. Basically, hiring and especially firing are so regulated that a single mistake can open you up to disruptive and expensive legal action.
When the discussion of hiring former employees came up, frankly, I cheered. I completely agree with what the authors say. When an former employee comes back it sends a strong message to other employees that leaving might not be the great experience they thought and they might be underestimating what it is they already have. Plus, the former employee may bring back experience that could be valuable.
A solid and concise guide to the employment of great people.
Reviewed by Craig Matteson, Ann Arbor, MI
Most Recent Customer Reviews
Teaches a lot abt HR aspects of managing a team. A read for all managers. Should provide more sample formats.Published on May 25, 2014 by siddharth poddar
This book is a very comprehensive and down-to-earth format which I am considering using to teach Talent Acquisition at my university. Read morePublished on February 4, 2014 by Donald B. Burnell