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Predicting Success: Evidence-Based Strategies to Hire the Right People and Build the Best Team Hardcover – October 13, 2014
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"Enlightenment Now: The Case for Reason, Science, Humanism, and Progress"
Is the world really falling apart? Is the ideal of progress obsolete? Cognitive scientist and public intellectual Steven Pinker urges us to step back from the gory headlines and prophecies of doom, and instead, follow the data: In seventy-five jaw-dropping graphs, Pinker shows that life, health, prosperity, safety, peace, knowledge, and happiness are on the rise. Learn more
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From the Inside Flap
Once upon a time, you could hire people off the street, tell them what to do, and expect them to work loyally for the company for the next decade or four. But those "set it and forget it" days are over. The culture has shifted. Employees are no longer willing to toil their lives away unquestioningly, padding their bosses' pockets with a smile. For those of us doing the hiring, this culture shift has been more like a culture shock. But, when the shock subsides Predicting Success will be here to help us move forward. In fact, as talent acquisition guru David Lahey enthusiastically puts it, "This is what opportunity looks like."
At the same time that employees are demanding more recognition and better work-life balance, businesses are gaining access to tools and resources that are drastically improving our ability to make the right hiring choices. Predicting Success provides insight and access to a number of these tools, including the Predictive Index®, which has helped firms like Microsoft, Google, and Salesforce maximize their recruiting potential. The strategies in this book are based on recent research on how data, analytics, assessments, and other next-level approaches can lead to win-win hiring decisions.
Anyone involved in corporate recruiting at any level knows how expensive a wrong hire can get. In Predicting Success, David Lahey makes a compelling case for diverting resources to the hiring process before the wrong decision is made. Anyone who is still uncertain about the bottom-line value of analytic hiring practices will be interested in the hard evidence presented in this book. In 2014, there is no longer any need for guesswork. Finding top talent with the right style to lead the organization to greater heights can be easyif you're ready to adapt.
Predicting Success is not just about the hiring process. Effective teams have effective leaders who know how to engage, assess, and communicate productively. Understanding how leadership traits and activities contribute to retaining talent is crucial, especially in this era of high turnover. This book addresses every link in the chain, with research data and tips to bring readers into the new world of talent management. The bottom line of Predicting Success is that smarter hiring practices, smarter leadership, and smarter companies will attract smarter employees. And that means better results for everyone involved.
From the Back Cover
Praise for predicting success
"This IS a Predicting Success for those who want to maximize their ability to identify and attract the kind of talent which will dramatically improve their business. No one knows more about this than David Lahey, who's helped hundreds of clients, which is manifest in every great example and expert insight. Predicting Success if a perfect fit for every executive who knows that the future of the business depends upon the right person in the right job at the right time. David Lahey is the right expert with the right book at the right moment for them. Lahey can save you money, time, energy, and embarrassment if you simply heed his wise advice on how to pick winners. He manages to produce the trifecta every time: the right person, the right job, the right timing. That's a consistent first place finish."
Alan Weiss, PhD, award-winning author of 55 books including Million Dollar Consulting
"David Lahey's book Predicting Success is a must read on using workforce analytics in business. Predicting Success gives the reader a new, unique, road map on your critical connections."
Dr. Shawna O'Grady, Queens University School of Business
"David Lahey has helped leaders who run business across North America, Europe, and Asia/Pacific to hire and manage talent. His insightful perspective is uniquely captured in his new book. Predicting Success is a must read for leaders who seek the next level of excellence."
Dan Bloch, MBA, Vice President, Oracle Financial Services North America/Canada Enterprise
"The book is a guide for maximizing workforce analytic instruments. These kind of instruments are absolutely indispensable and transformational."
Dr. Bob Fortosis, Director of Athletics, Eckerd College
Top customer reviews
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I have nothing against the Predictive Index or anyone that uses it to gain insight into people. In fact, it does appear to be an excellent tool. But to use a whole book that the reader pays for to sell the tool seems to me inappropriate.
I regret wasting time and money on this book, and I strongly recommend that other people not make the same mistake that I did.
The best description I can come up with is a 171 page advertisement for "The Predictive Index" and various consultancies that sell it. In fact a few of them have provided glowing reports on the book in the review section, so if you need to find them, they have at least made it easy for you. Lets give a brief overview of what I will loosely call "content":
1. How to Start
2. How to break Analysis Paralysis
3. How to Lead
4. How to Follow
5. How to Decide
6. How to Persuade
7. How to Communicate
8. How to Assess
9. How to Engage
10. How to Resolve
Conclusion: How to Finish
Each chapter is broken into numerous sub-headings in a question/response format, in a very conversational style. As an example, the author managers to describe the entirety of human motivation and behaviour in just under 2 pages...miraculous. While engagement is apparently covered in just over 13 pages. There are many eminent researchers in the field of persuasion and yet apparently, the approach by the author was to regurgitate "21 critical lessons" from a Forbes magazine, link found for myself here (for interest) http://www.forbes.com/sites/jasonnazar/2013/03/26/the-21-principles-of-persuasion/ Easy way to fill another 5-6 pages I guess.
The entire book read like a conversation you would have with a consultant in a coffee shop trying to sell you something, with the distinct impression of a long and drawn out sales pitch.
What it is:
Filled with unsubstantiated anecdotes
Coffee shop style conversation
Easy to read
What it is not:
Any evidence that it is Evidence-Based
Supported with references
Enabling of critical thinking
Useful for practice
If you are looking here for advice and suggestions to help you in practice, I can provide hundreds of alternatives, this is not one of them. I would also like to add, the index just does not do the number of times "Predictive Index" is mentioned justice...it only lists it 14 times, I noted 19 mentions of it from page 27-39 and that was just on a rough skim. I am confident I could do better on a second try.
I seriously considered returning the book, which is quite a feat given I only received it yesterday, and this is one instance where even 1 star is one too many. I have however decided I will keep it on my wall as an ornament of what not to do. Wiley, I expected so much more of what is usually a very good publishing house.
The book clearly outlined the methodology around hiring the right individual. A must read for all that would like to create a high level of employee engagement.