What is included with this book?
Catherine D. Fyock, CSP, SPHR, is an Employment Strategist and Principal of Innovative Management Concepts in Crestwood, KY, providing insights on recruiting and retaining the best employees in an aging and changing workplace. She frequently helps organizations develop strategies to reduce turnover and improve productivity through their human resource management. She provides innovative learning events and consulting services for managers and HR professionals on employment-related issues. The author of five books, she frequently writes for professional journals and industry publications, and has been quoted in the Wall Street Journal, USA Today, Money, and Worth. She can be reached at cathy@cathyfyock.com and through her web site at http://cathyfyock.com.
Introduction | p. vii |
The Truth About Identifying the Best | |
There is no such thing as the ideal candidate | p. 1 |
You are a seller in a buyer's market | p. 5 |
Catch the boomerangs | p. 9 |
Rehire the retired | p. 13 |
Job-hoppers could be show-stoppers | p. 17 |
Seek refuge(e) | p. 21 |
The Truth About Recruiting the Best | |
It's a war for talent | p. 25 |
Maybe you don't want "new blood" | p. 29 |
Your actions speak louder than words | p. 33 |
Targeting everybody attracts nobody | p. 37 |
You are a talent scout | p. 41 |
The Internet may not be the best place for recruiting | p. 45 |
Use the enthused | p. 49 |
It takes a village to hire one employee | p. 53 |
Newspaper ads can be great when managed properly | p. 57 |
Your invitation might be chasing applicants away | p. 61 |
The Truth About Interviewing | |
The candidate isn't the only one who has to interview right | p. 65 |
Ask what they will do, not what they can do | p. 69 |
Charlie might be more than just a great mechanic | p. 73 |
Passion-in fashion? | p. 77 |
Good candidates might not talk to you | p. 81 |
You're not Sigmund Freud | p. 85 |
Candidates and the truth-the whole truth | p. 89 |
Don't let the candidate's resume drive the interview | p. 93 |
Avoid the "hot seat" | p. 97 |
You can oversell the job | p. 101 |
There is such a thing as a bad question | p. 105 |
You're guilty until you prove you're innocent | p. 109 |
It's impolite (and discriminatory) to ask about age | p. 113 |
You wouldn't ask him if he's married-don't ask her either | p. 117 |
Kind curiosity can kill a career | p. 121 |
Avoid questions about religious affiliations | p. 125 |
Your mother was wrong; sometimes do be rude | p. 129 |
The Truth About the Selection Process | |
Have a vacancy to fill? You're already too late | p. 133 |
Warning: this resume may contain spin! | p. 137 |
Your candidate may be a scam-didate | p. 141 |
The resume says "yes," but the body language says "no" | p. 145 |
The receptionist test-better than salt? | p. 149 |
Don't send away candidates dressed for a day at the beach | p. 153 |
You aren't an elephant | p. 157 |
Keep on selling to candidates | p. 161 |
The Truth About Panel and Multiple interviews, Background Checks, Tests, and Other Tools of the Trade | |
Invest in telephone screening to save time later | p. 165 |
Face-to-face doesn't have to be in-person | p. 169 |
Too many cooks might improve the broth | p. 173 |
Make haste slowly | p. 177 |
You may want to hire candidates even when they get a bad reference | p. 181 |
Beware the "Whizzinator" | p. 185 |
Be real, even if scary | p. 189 |
No crystal ball? Try employment testing | p. 193 |
Graphology: palm reading or valid tool? | p. 197 |
The Truth About Evaluating Candidates and Making the Offer | |
The last one you interview only seems like the winner | p. 201 |
The one who offers salary information first is the loser | p. 205 |
Don't tell candidates why they weren't selected | p. 209 |
References | p. 213 |
About the Author | p. 215 |
Acknowledgments | p. 215 |
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