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Recruit or Die: How Any Business Can Beat the Big Guys in the War for Young Talent Paperback – Bargain Price, April 29, 2008

4.9 out of 5 stars 17 customer reviews

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Paperback, Bargain Price, April 29, 2008
$119.49 $59.61

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Editorial Reviews


“Recruiting exceptionally talented and accomplished college candidates has never been more competitive or more important. Recruit or Die provides proven, practical solutions that will help any company, including Microsoft, compete with the strongest college recruiting organizations.”
-- Kerry Olin, senior director for college recruiting, Microsoft

“Recruit or Die should be a college recruiter’s bible! Everyone on the IBM team will get a copy!”
-- Eletta Kershaw, IBM University recruiting and relations

“If you want a great organization, you need to hire amazing people. These days, if you want amazing people, you need to earn them. This book shows you how. I can’t imagine hiring on campus without a copy.”
-- Seth Godin, bestselling author, The Dip

“Great recruiting takes great relationships. Recruit or Die is chock-full of ways to build trust on campus and recruit the best.”
-- Keith Ferrazzi, bestselling author, Never Eat Alone

“Recruit or Die is a thorough and complete guide to successful recruiting for companies large and small. Recruiting is an ongoing process that does not stop once the candidate arrives for their first day of work, and this book drives home that important point.”
-- Aaron G. Flores, Ph.D., director, Cordis Cardiology, a Johnson & Johnson Company

“If your company believes in recruiting and growing young talent, this book will provide you with insights on how to do just that.”
-- Rajesh Setty, serial entrepreneur, investor, and author, Beyond Code

"A detailed guide to attracting and winning top entry-level job candidates. Their advice rings true ..."
-- Kirkus

"Recruit or Die offers strategies that can help level the playing field between Wall Street darlings and companies with lower profiles and lesser budgets."
-- Washington CEO

About the Author

Chris Resto, founding director of MITÂ’s largest professional development and internship program, the Undergraduate Practice Opportunities Program (UPOP), has advised hundreds of companies and thousands of college students on recruiting. Previously, he recruited and managed new graduates for Capgemini.

Ian Ybarra, a recent MIT graduate, assisted Resto with UPOP as an undergraduate and has since written for publications such as Inc., Forbes.com, and FastCompany.com.

Ramit Sethi, a recent Stanford graduate, is cofounder and vice president of marketing for the online start-up PBWiki and writes a personal finance blog for young people.

Product Details

  • Paperback: 288 pages
  • Publisher: Portfolio Trade; Reprint edition (April 29, 2008)
  • Language: English
  • ISBN-10: 1591842166
  • ASIN: B001G8WKDU
  • Product Dimensions: 5.5 x 0.8 x 8.5 inches
  • Shipping Weight: 8 ounces
  • Average Customer Review: 4.9 out of 5 stars  See all reviews (17 customer reviews)
  • Amazon Best Sellers Rank: #3,248,682 in Books (See Top 100 in Books)

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Customer Reviews

Top Customer Reviews

Format: Hardcover
It just makes so much sense. If you want new customers to buy your product or service, you start by understanding your potential customers.

This is the only book I've read on recruiting that start inside the heads of top recruits (1000 of them interviewed for the book). Only knowing their perspective can you sell top talent on working for you.

The first part of RECRUIT OR DIE does a great job of telling you exactly what you need to know about today's young people to successfully recruit them. And the authors back up their points with stories straight from the mouths of current students and recent grads.

The second part of RECRUIT OR DIE lays out the recruiting process from start to finish--including what to do AFTER THEY ACCEPT YOUR OFFER to make them more productive and happier at work to give you the best chance of keeping them in your company.

The best part is that Resto and his co-authors demonstrate how effective recruiting should be as rigorous as sales. In fact, you could probably just replace "recruit" with "customer" and the book becomes a sales management handbook! And a pretty good one at that.
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Format: Hardcover
If you recruit for your company in any capacity, you need this book. It is literally a step-by-step guide to recruit the best talent from universities around the country.

Here are few of my favorite parts:

1. "Their Lives are Their Careers" - This section calls out the fact that recent college grads don't draw a bold line between work/life balance; WORK IS LIFE for this new generation, and in order to recruit the best talent, you must embrace this new way of life in your company. The authors suggest rotational programs, special project assignments, and an informal work culture to bring out the best in your new recruits.

2. "Gossip Hounds and Constant Communicators" - Ah, word of mouth! These guys have been doing their reading. The authors accurately assess that with online social networks you can bet that your recruits are talking about their experience with you the second they leave your boardroom. In fact, they may be doing it WHILE THEIR IN YOUR BOARDROOM!!! In order to make sure they're telling their freinds about the good stuff, you have to pay attention to details. It ends up being the most topical stuff that makes a big impression: the money, the perks, powerful people, execution of the recruiting process (call them back on time!)

3. "Improving Your Recruiting Staples" - This truly is a step-by-step, highly detailed section that will allow you to fine-tune your career fair booth, information sessions, and job postings. Some VALUABLE ADVICE from this section: (1) All about location, (2) Have recruits RSVP, (3) Get the RIGHT speaker, (4) Talk up the glamour, (5) Haul in the Alumni, (6) Be clear about next steps. This is just a taste - this section really lays it out for anyone participating in recruiting activities.
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Format: Hardcover
If your company recruits new hires by going to college campuses, you need to read Recruit or Die, no matter how good you think you are at recruiting. If you have a formal recruiting program or even if you just attend job fairs looking for good new employees, this will still be a valuable book for you.

The good advice begins in the Introduction, where the authors ask and answer the question: "Why Microsoft, McKinsey and Goldman Sachs?" They point out that all three of these favorite places for graduates to seek employment have a great brand. But other companies do, too.

What sets these three apart from the pack is what they do. The authors identify four things.

They won't settle for anyone other than exactly the recruits they want.
They work harder and smarter than their competitors to know their target audience: the recruits.
They sell themselves better than their competitors do.
They present a united front.

That's strategy. Tactically, the authors tell you that contact is king, that you should sell your people first and your company second and that courtesy and class go a long way.

The authors suggest that if you follow the kind of diligent process that the recruiting stars follow, you'll get great results. I think they're right.

Years ago, when police departments suddenly found themselves facing massive retirements with few recruits showing up at the door, I designed recruiting programs for police departments. Almost everything I learned that's positive is here plus a ton of details that I wish I'd known at the time. You can cut your recruiting learning curve by reading Recruit or Die and applying its lessons.
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Format: Hardcover
Recruit or Die is a fantastic read with a fresh perspective on recruiting. In fact, it's the only work I've seen that covers college recruiting so comprehensively. As a student right now, it has also helped me to gain much more clarity in understanding the recruiting arena. Definitely worth every page.
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Format: Hardcover
Although I haven't been with my company too long, throughout the whole book I was able to connect what MY COMPANY could do to better attract valuable new hires, not only on campus, but afterwards as well. I believe that a big advantage is having connections with those graduate school programs as you suggest, so that they can feed the company, while the company is promoting its own talent into the front door for a win-win.

I'm going to buy two more copies and have lunch with the head of HR at my campus locally, and then ask for the same with the head of HR at our national HQ when I fly out there later this month. I look at this as an opportunity to help my company get the best hires AND spread my personal brand wider in house.
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