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The Hiring Prophecies: Psychology behind Recruiting Successful Employees: A milewalk Business Book Hardcover – May 4, 2015
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From the Inside Flap
How do you recruit and retain the best employees? By understanding, accounting for, and recruiting them based on the leading indicators of retention success. milewalk's ten-year study surfaced the best predictors of recruitment and retention success:
The collective behavior of an organization including the values, language, and beliefs melded together to define the corporate personality. The more in-line a person's natural state is to the culture, the greater the likelihood of success.
An individual's demonstrated capacity to effectively perform an activity without previously experiencing it.
The time-measured track record of a person's accomplishments.
Skills & Experience
The present-moment snapshot of a person's accumulated abilities.
Understand the leading indicators of recruiting and retention success.
Develop an optimized recruitment process that pulls in the strongest job candidates and quickly dismisses unrecruitable ones.
Learn the most effective job interview techniques and questions to evaluate the candidate.
Counteract the candidate's often faulty decision-making approach that includes moral algebra techniques.
Overcome the candidate's short- term emotions of loss, hardship, and overconfidence.
Neutralize the candidate's outside interference from current employer, potential suitors, mentors, and cyberspace.
From the Back Cover
A ten-year study by milewalk, which included more than ten thousand employees and two hundred companies, surfaced the hidden reasons why employers have difficulty hiring and retaining top talent.
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Top Customer Reviews
In The Hiring Prophecies, LaCivita addresses the age-old employer challenge of finding the right candidate to not only fill the job but also selecting a talent who will grow and stay with your company. He is thorough and thoughtful in the coverage of his subject. What’s more, LaCivita demonstrates, as he always does, the importance of emotional IQ and the human sensibility so important for the development of mutually fulfilling relationships between employers and employees in businesses today.
LaCivita provides detailed and well-thought out strategies to guide employers through the recruitment process and help them enhance retention. He recommends how to recruit by using scaled resources in human resources and then line management, the role the individuals in each of these functions play and the questions they must ask at each stage of the recruitment process. LaCivita zeroes in on the importance of communications intelligence to ensure a successful exchange of information and mutual understanding to determine the prospect’s level of commitment to changing jobs, steadfastness in her own decision-making, her wants and needs for career fulfillment and the alignment of her personality, behaviors and beliefs to the culture of the organization. These assessments will combine with her skills and past accomplishments and, as. if not more importantly, the way she will perform in the future.
Examples of questions to ask and when to ask them in the recruitment process comprise a beneficial road map for employers. Plus, LaCivita’s introduction of terms like moral algebra to connote a candidate’s faulty decision-making approach to a career opportunity; severability factors to describe the commitment level of a candidate to making a job change; and pollutants to describe the candidate’s reliance on outside interference and opinions from family, friends, mentors, a current employer and/or the Internet help heighten recruiters’ awareness of the obstacles that can taint an effective interviewing process and the ways to counteract them.
The Part Four “More Fun Stuff” section also affords readers excerpts from LaCivita’s previous book, Communication That Gets You Hired, which covers the how of clear communication in interviewing, resignation and negotiation and the techniques required by job seekers throughout the recruitment process. The inclusion, LaCivita says, enables recruiters to better understand the candidate’s point of view and helps them execute an optimized recruitment process that identifies the strongest candidates and eliminates the less desirable ones. In fact, though, this section—and really the whole of The Hiring Prophecies—also provides value to job seekers who can learn what a prospective employer is or should be seeking in a potential hire and understand the importance of pre-work, or the planning and self-examination necessary to undertake a job search.
Plus, as LaCivita says to recruiters, “…you never know when you might need this for yourself.”
I’ve been in Human Resources for 17 years, and I wish this book had been available when I started. It makes you rethink your approach to recruitment, especially as it relates to the mind of the job candidate and how we, as employers, don’t fully understand the candidate-related issues that affect the success of a potential hire. I also like that he included appendices grouped together as “My Letters to Your Job Candidates.” It was an excellent touch and makes the book a very complete read considering we are all job candidates as well. My team and I will definitely be implementing these methods soon.
Through the out of the box principles presented here for building a stronger future, I have a road map to solidify my business strength and growth.
The bane to any company or organization is either the cost of having the wrong person in a position or the expense of not being able to keep the right individual.
This book is a must read by both employee and employer alike as it creates clarity for a positive functional long-term relationship.
I now have the right procedures and insights to securing the future stability with the best team.