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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
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-- Kerry Olin, senior director for college recruiting, Microsoft
ÂRecruit or Die should be a college recruiterÂs bible! Everyone on the IBM team will get a copy!Â
-- Eletta Kershaw, IBM University recruiting and relations
ÂIf 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 canÂt imagine hiring on campus without a copy.Â
-- Seth Godin, bestselling author, The Dip
ÂGreat recruiting takes great relationships. Recruit or Die is chock-full of ways to build trust on campus and recruit the best.Â
-- Keith Ferrazzi, bestselling author, Never Eat Alone
ÂRecruit 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.Â
-- Aaron G. Flores, Ph.D., director, Cordis Cardiology, a Johnson & Johnson Company
ÂIf your company believes in recruiting and growing young talent, this book will provide you with insights on how to do just that.Â
-- 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 ..."
"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
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.
More About the AuthorsDiscover books, learn about writers, read author blogs, and more.
Top Customer Reviews
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.
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.Read more ›
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.Read more ›
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.
Most Recent Customer Reviews
This book clearly outlines the entire recruiting process from the standpoint of both the recruit and the recruiter. Read morePublished 18 months ago by Alex Sauciuc
I read this book as a student looking for a job and it's a very interesting insight into how recruiting and recruiters work. Read morePublished on January 8, 2014 by Kris C.
The sub-title to this book is "how any business can beat the big guys in the war for young talent". However, the book itself is geared to those recruiters (i.e. Read morePublished on March 20, 2010 by Yoda
Well I have just got the book but feel so fascinated as each page moves. It has reinforced my understanding also. Read morePublished on November 24, 2007 by RK Dhanvada
I have gone through the interview process three times at MIT, twice as a student and once while an employee at Microsoft. Read morePublished on October 25, 2007 by Larry
I graduated college a couple years ago and I think the viewpoints on college students and grads are dead on. Read morePublished on October 5, 2007 by F. Lee
I was very excited to read this book, and it didn't disappoint. I am a leading edge member of the millenial generation and I work for a college in career services, so this book is... Read morePublished on September 30, 2007 by L. Neidert
This book hits the nail on the head in terms of what it now takes to recruit great young talent on college campuses today. Read morePublished on August 28, 2007 by Rod A. Beckstrom
I have been a consultant in the field of college recruiting for many years, and, as part of my professional practice, conduct surveys and focus groups with graduating students on... Read morePublished on August 19, 2007 by Mary E. Scott