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The Essential Guide for Hiring & Getting Hired: (Performance-based Hiring Series) by [Adler, Lou]
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The Essential Guide for Hiring & Getting Hired: (Performance-based Hiring Series) Kindle Edition

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Length: 282 pages Word Wise: Enabled Enhanced Typesetting: Enabled
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Editorial Reviews

About the Author

Lou Adler is the president of The Adler Group (www.louadlergroup.com), an international training and consulting firm helping companies implement Performance-based Hiring. He is the Amazon bestselling author of "Hire With Your Head" (John Wiley & Sons, 3rd Edition, 2007), the Nightingale-Conant audio program "Talent Rules! Using Performance-based Hiring to Hire Top Talent" (2007) and "The Essential Guide for Hiring & Getting Hired" (Workbench 2013). Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, HRPA, SMA, ERE, LinkedIn, Kennedy Information and HR.com. He holds an MBA from UCLA and a BS in Engineering from Clarkson University.

Product Details

  • File Size: 10396 KB
  • Print Length: 282 pages
  • Publisher: Workbench Media (January 31, 2013)
  • Publication Date: January 31, 2013
  • Sold by: Amazon Digital Services LLC
  • Language: English
  • ASIN: B00B9JZMKE
  • Text-to-Speech: Enabled
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  • Word Wise: Enabled
  • Lending: Enabled
  • Enhanced Typesetting: Enabled
  • Amazon Best Sellers Rank: #76,332 Paid in Kindle Store (See Top 100 Paid in Kindle Store)
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Customer Reviews

Top Customer Reviews

Format: Kindle Edition Verified Purchase
Lou Adler's latest volume on performance-based hiring is a combination of a message Lou has preached for more than a decade with an update on some of the latest trends and issues that hiring managers in organizations face today.

I deliberately say preach because Lou has fought a powerful fight to improve the hiring process for organizations based on sound management principles, powerful legal verification, and many years of overwhelming evidence that the techniques work for organizations that have implemented them. I also say preach because Lou's message contains a continuing increase in the frustration over why more hiring managers in organizations don't implement these practices. Lou has been calling for the elimination of traditional job descriptions in the hiring process since long before the publication of his first book. If the reader doesn't perceive a bit of frustration over the place they still hold in many hiring processes, they are either not reading the book carefully enough, or they haven't had the honor as I have of meeting and working closely with Lou in implementing performance based hiring concepts. The job description as a basis for recruiting and hiring guarantees the overall failure of the goals to hire top performers in an organization.

In addition to Lou's powerful repetition on the danger of using job descriptions, he continues to provide sound advice on how to write better ads, craft a better recruiting strategies, and perhaps most important from my perspective provide excellent advice on how to conduct an interview. This is perhaps the area where my professional frustration will come into play and clearly illustrate why I so strongly support Lou's position.
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Format: Kindle Edition
Every career-related book that I've ever read has been written to benefit the employer or the job seeker. One or the other. But never both. Until now.

I've had the pleasure of reading Lou's latest book, The Essential Guide for Hiring & Getting Hired, and absolutely loved it. This is no dry business-related book. This is no 250 page book that really should be 50 pages. This is no opinion-based book masquerading as fact. This is an entertaining, informative, data driven book that convinces recruiters and hiring managers that the way most of them hire is wrong and how to correct their process AND it provides to the job seeker a fascinating behind-the-scenes peak at that process.

The vast majority of job seekers know little to nothing about how employers hire. They'll be shocked at how random and flawed the process is within even the most respected organizations. Yet rather than leaving those job seekers feeling even more hopeless and frustrated than many already are, Lou goes the extra mile and provides easy-to-understand instructions for those job seekers as to how they can ensure that they're considered and greatly increase the likelihood that they get hired for the jobs for which they're qualified.

If you're looking to find cheat sheets on how to get hired for jobs for which you're unqualified, look elsewhere. Lou repeatedly reminds the reader that this book is all about making sure that employers hire the best possible candidates for their positions. He shows the reader why so many employers don't know how to do just that and then provides employers and job seekers with guidance as to how those employers should be evaluating talent.

If you've ever felt highly qualified for a job yet been passed over by someone who doesn't seem like a good fit -- and who of us hasn't -- then this is a must read.
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Format: Kindle Edition
When Lou told me he was writing a book that would be equally relevant for talent acquisition professionals, hiring managers, senior executives and jobseekers alike, I was mildly skeptical. It's hard to be all things to all people, and yet somehow Lou manages it with eloquence.

His relevance for the recruiting set is a given, and the advice dispensed here, revisiting classic Adler theory while mixing in some new elements, is uniformly good stuff. Whatever today's economic readout says, if you're in the market for top talent, it's high time you adopt a talent scarcity strategy and think about the implications for the way you attract, engage and hire candidates.

As a hiring manager who's been through Lou's training and who routinely uses the two question performance-based interview, I can vouch for the benefits for hiring managers. I once learned the hard way the benefits of breaking one of Lou's rules and I won't be making the same mistake again.

To senior executives, I say this: if talent really is your number one priority, pop this on your nightstand and delve into it at will. Understand what your talent acquisition team is up against. Think about what needs to happen at your company in order to raise the bar on talent. Plenty of food for thought here.

To jobseekers: given his in-depth knowledge of the recruiting realm it shouldn't come as a surprise, but the way Lou reverse-engineers the 'so-what' for the candidate is invaluable. This is the way the world recruits in a post-social world. You need to understand your audience and plot your moves accordingly.

You can't do a lot for under $10 these days, but whether you're talent acquisition leader, recruiter, hiring manager, company exec or candidate, I'd encourage you to invest in Lou's guide to Hiring and Getting Hired.
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