Recruiting, Interviewing, Selecting and Orienting New Employees

  • ISBN13:


  • ISBN10:


  • Edition: 5th
  • Format: Hardcover
  • Copyright: 2012-06-27
  • Publisher: Amacom Books
  • Purchase Benefits
  • Free Shipping On Orders Over $35!
    Your order must be $35 or more to qualify for free economy shipping. Bulk sales, PO's, Marketplace items, eBooks and apparel do not qualify for this offer.
  • Get Rewarded for Ordering Your Textbooks! Enroll Now
  • We Buy This Book Back!
    In-Store Credit: $10.50
    Check/Direct Deposit: $10.00
List Price: $49.95 Save up to $19.95
  • eBook
    Add to Cart


Supplemental Materials

What is included with this book?

  • The eBook copy of this book is not guaranteed to include any supplemental materials. Typically, only the book itself is included. This is true even if the title states it includes any access cards, study guides, lab manuals, CDs, etc.


Recruiting, Interviewing, Selecting & Orienting New Employeeshas long been the go-to reference on every aspect of the employment process. Packed with forms, checklists, guidelines, and ready-to-use interview questions, the revised and updated fifth edition provides readers with practical information on topics including interview methods, documentation issues, reference-checking, orientation programs, and applicant testing. The fifth edition has been brought completely up-to-date, addressing new legislation on FMLA, immigration, record keeping, I-9 compliance, and much more. Full of insights on the latest staffing challenges, this comprehensive guide explores changes in technology such as virtual interviews and recruitment, web-based orientations, and the use of electronic files and social media. Nothing is more important to the productivity of an organization than its hiring program. Recruiting, Interviewing, Selecting & Orienting New Employeesprovides readers with the tools they need to get employees on board and ready for long-term success.

Table of Contents

Prefacep. xiii
Recruiting Qualified Peoplep. 1
Recruitment Challengesp. 3
Weather the Impact of a Fluctuating Economyp. 3
Make Recruitment Efforts Succeedp. 5
Attract and Compete for Qualified Applicantsp. 10
Establish and Adhere to High Standards of Excellencep. 15
Summaryp. 16
Applicant and Employer Perspectivesp. 17
Corporate Culturep. 17
Work and Personal Life Balancep. 19
Applicant Expectationsp. 21
Employer Expectationsp. 24
Applicants' Questionsp. 26
Summaryp. 29
Recruitment Sourcesp. 31
Prerecruitment Considerationsp. 31
Proactive and Reactive Recruitmentp. 33
Special Interest Groupsp. 34
Traditional Recruitment Sourcesp. 38
Innovative Recruitment Sourcesp. 49
Summaryp. 54
Electronic Recruitingp. 55
Definition of an Internet Applicantp. 55
Electronic Resumesp. 56
Company Career Websitesp. 59
Internet Job Boardsp. 63
Additional Electronic Recruitment Alternativesp. 64
International Electronic Recruitmentp. 65
Electronic Recruiting Risksp. 67
Summaryp. 68
Interviewing Applicantsp. 69
Interview Preparationp. 71
Do a Job Analysisp. 71
Prepare a Job Descriptionp. 78
Find the Best Fitp. 82
Review the Application and Resumep. 84
Set the Stagep. 87
Plan Basic Questionsp. 89
Summaryp. 92
Interviewing and Legal Considerationsp. 93
Employment Legislationp. 93
Employment- and Termination-at-Willp. 103
Negligent Hiring and Retentionp. 104
Record-Keeping Requirementsp. 105
Electronic Record-Keeping Guidelinesp. 108
Affirmative Actionp. 108
Diversityp. 110
Discrimination Chargesp. 111
Questions to Avoid Askingp. 113
Applicant Trackingp. 117
Summaryp. 118
Competency-Based Questionsp. 120
Key Competency Categoriesp. 121
Job-Specific Competenciesp. 123
Characteristics of Competency-Based Questionsp. 125
Competency-Based Lead-Insp. 127
When to Ask Competency-Based Questionsp. 128
Developing Competency-Based Questionsp. 130
Generic Competency-Based Questionsp. 134
Summaryp. 138
Additional Types of Questionsp. 140
Open-Ended Questionsp. 140
Hypothetical Questionsp. 144
Probing Questionsp. 146
Closed-Ended Questionsp. 148
Questioning Techniques for Different Stages of the Interviewp. 149
Questioning Techniques to Avoidp. 155
Summaryp. 157
Interview Componentsp. 158
Establish an Interview Formatp. 158
Put Applicants at Easep. 162
Get Startedp. 163
Balance Listening with Talkingp. 164
Interpret Nonverbal Communicationp. 166
Encourage Applicants to Talkp. 171
Keep Applicants on Trackp. 173
Provide Informationp. 174
Consider the Role of Perceptionp. 175
Summaryp. 177
Types of Employment Interviewsp. 178
Exploratory Interviewsp. 178
Telephone Screening Interviewsp. 182
Video Screening Interviewsp. 184
HR Interviewsp. 184
Departmental Interviewsp. 188
Panel Interviewsp. 189
Peer Interviewsp. 191
Interviews with Less-Than-Ideal Applicantsp. 192
Stress Interviews (How and Why to Avoid Them)p. 194
Interviewing Pitfallsp. 196
Summaryp. 197
Selecting the Best Fitp. 199
Documenting the Interviewp. 201
Remember the Role of Documentation in the Selection Processp. 201
Avoid Subjective Languagep. 202
Avoid Recording Unsubstantiated Opinionsp. 203
Refer to Job-Related Factsp. 206
Be Descriptivep. 210
Document Applicants with Limited Experiencep. 211
Keep Effective Notesp. 212
Adhere to Documentation Guidelinesp. 220
Summaryp. 220
Preemployment Testingp. 221
How Preemployment Tests Are Usedp. 221
Testing Advantages and Disadvantagesp. 222
Test Validationp. 224
Testing and Biasp. 226
Test Administrationp. 229
Testing Policiesp. 231
Testing Programsp. 232
Testing Categoriesp. 233
Computer-Based Testingp. 241
Summaryp. 243
References and Background Checksp. 244
References Versus Background Checksp. 244
Legal Guidelinesp. 246
Reference Essentialsp. 250
Guidelines for Releasing and Obtaining Informationp. 256
Fundamentals of Background Checksp. 258
Summaryp. 262
Social Networks and Hiringp. 264
Social Networking Primerp. 265
Usesp. 268
Legal Risksp. 271
Social Media Policyp. 274
Social Media Versus Traditional Reference Checksp. 276
Summaryp. 277
The Selection Processp. 278
Final Selection Factorsp. 278
The Final Meetingp. 279
Notifying Selected Applicantsp. 287
Notifying Rejected Applicantsp. 290
What Could Go Wrong?p. 291
Summaryp. 293
Orienting New Employeesp. 295
Organizational Orientationp. 297
Objectivesp. 297
Benefitsp. 299
Characteristics of a Successful Programp. 302
Componentsp. 303
Participantsp. 305
Formatp. 307
Timing and Durationp. 307
Location and Settingp. 307
Employee Feedbackp. 307
Summaryp. 308
Departmental Orientationp. 311
Preparationp. 312
Contentp. 316
Participantsp. 317
Onboardingp. 321
Durationp. 323
Summaryp. 324
Web-Based Orientationp. 325
Overviewp. 325
Advantagesp. 328
Drawbacksp. 330
Legal Concernsp. 331
Conventional Versus Web-Based Orientationp. 333
Blended Learningp. 333
Summaryp. 335
Appendixesp. 339
Job Posting Formp. 341
Job Posting Application Formp. 342
Sample E-Mail Cover Letterp. 343
Work Environment Checklistp. 344
Job Description Formp. 345
Employment Application Formp. 347
Interview Evaluation Formp. 351
Exempt Reference Formp. 352
Nonexempt Reference Formp. 355
Notesp. 359
Indexp. 361
Table of Contents provided by Ingram. All Rights Reserved.



The primary focus of Recruiting, Interviewing, Selecting & Orienting New Employees, published first in 1986, then in 1991, again in 1998, and most recently in 2006, remains unaltered: It is still a comprehensive guide through the four stages of the employment process identified in the book’s title. The book’s wide-based readership is also the same: HR specialists who need in-depth information about the entire employment process; non-HR professionals whose jobs encompass select employmentrelated responsibilities; and seasoned HR practitioners looking for a refresher in one or more recruiting, interviewing, selecting, or orientation subcategories. The methods and techniques described continue to be applicable to all work environments: corporate and nonprofit, union and nonunion, technical and nontechnical, large and small. They also pertain to both professional and nonprofessional positions. And the book continues to be useful as a reference for training workshops in various aspects of the employment process and as a text for college and other courses dealing with employment issues.

That said, as a reflection of today’s evolving workforce, fluctuating economy, and interviewing trends, several topics have been added, expanded upon, or otherwise revised in this fifth edition. For example, an entirely new chapter explores differing applicant and employer workplace perspectives. This includes respective expectations, how personal and professional lives are best balanced, and what questions applicants are likely to ask of prospective employers. Another new chapter relates to the rapidly expanding impact of social networks on the hiring process, including their uses and legal risks, and a comparison of social media with traditional reference checks. A third new chapter examines web-based orientation programs, assessing their advantages and drawbacks, legal concerns, and a contrast of conventional and web-based sessions.

The content of each chapter has been carefully reviewed and updated; for instance, the chapter on references and background checks, Chapter 13, has a new look with expanded content. There are also numerous additions throughout each section, including the impact of a fluctuating economy, establishing and adhering to standards of excellence, expanded recruitment sources for special interest groups, updated electronic recruiting methods, additional electronic recruitment alternatives, electronic record-keeping guidelines, up-to-date legislation, testing, and bias. Also, the information in Part IV has been completely revised to reflect three distinct types of orientation: organizational, departmental, and web-based.

Appendixes have been modified, most notably the employment application form. There is also the addition of a sample e-mail cover letter.

This newly modified and expanded fifth edition offers the same, easy-to-follow format as the previous version: four distinct sections that replicate the topics identified in the book’s title. This compartmentalized approach meets the needs of readers wanting to focus on one or more stages of the employment process at any given time, as well as those who like knowing absolutely when one stage ends and another begins.

As with previous editions, readers are cautioned on two points: First, any reference made to specific publications, websites, services, or institutions is for informational purposes only and is not to be considered an endorsement. Second, this book is not intended to provide legal advice.

Recruiting, interviewing, selecting, and orienting new employees are tangible skills. How well you practice these skills will directly affect many common organizational problem areas, such as employee morale, absenteeism, and turnover. By diligently implementing the methods described in this book, your organization can greatly improve its employment efforts and levels of employee productivity.

Rewards Program

Write a Review