Find (and Keep) Top Talent for Your Business (Collection)
Financial Times Prentice Hall (Hersteller)
978-0-13-269658-6 (ISBN)
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Four books packed with actionable guidance on finding, keeping, and leveraging great talent! Leverage your networks to reshape your career and organization… build a workforce that’s truly engaged, aligned with strategy, and capable of incredible performance… consistently put great people in the right roles… master 53 proven principles and bite-size techniques for hiring the best… and much more!
From world-renowned leaders and experts, including Vince Thompson, David Russo, Rusty Rueff, Hank Stringer, andCathy Fyock
Vince Thompson, principal at Middleshift Consulting, works with Internet companies to design world-class online marketing solutions and build sales organizations. David Russo is Principal and CEO of Eno River Associates, Inc., a consulting practice which helps executives build high-performing organizations by developing win-win workforce relationships. Rusty Rueff, CEO of SNOCAP, was previously EVP of HR for Electronic Arts. Hank Stringer, CEO of Q Talent Partners, has over 20 years’ experience as a successful high-tech industry recruiter, entrepreneur, and innovator. Cathy Fyock, CSP, SPHR, consults with organizations to attract top talent, reduce turnover, and improve productivity in a volatile labor market. She has presented 200+ national seminars for SHRM and is author of The Hiring Source Book.
IGNITED: MANAGERS! LIGHT UP YOUR COMPANY AND CAREER: For More Power, More Purpose, And More Success
Acknowledgments
About the Author
INTRODUCTION:
LIVING IN QUAKE COUNTRY
BASE CAMP:
THE IGNITED QUIZ
Part I GET MORE POWER
1 ACTION WITH TRACTION
2 THE MANAGER’S UNIVERSE
3 LEADERSHIP IN LIMITED SPACE
4 MANAGING YOUR EMOTIONS
5 THE DEADLY LACK OF EMPOWERMENT TRAP
Part II GET MORE PURPOSE
6 IGNITION POINT 1: THE PROCESS
7 IGNITION POINT 2: THE PEOPLE
8 IGNITION POINT 3: THE MESSAGE
9 IGNITION POINT 4: THE LANDSCAPE
10 IGNITION POINT 5: THE STRATEGY
11 IGNITION POINT 6: THE STORY
12 IGNITION POINT 7: THE SPIRIT
Part III GET MORE SUCCESS
13 SELLING FROM THE FULCRUM
14 YOUR OWN SENSE OF BALANCE
Index
17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage
Introduction
Rule #1: Understand Why Employees Come and Why They Stay
Rule #2: Play “Win-Win” with Your Employees (and Allow Them to Be All They Can Be for Self and Company)
Rule #3: Cultivate Leadership, Not Management, and Know the Difference!
Rule #4: Provide Ample and Appropriate Resources
Rule #5: Demand Contribution; Be Worthy of Receiving It
Rule #6: Applaud Effort; Reward Contribution
Rule #7: Cheerlead; The “Magic” of M&Ms
Rule #8: Build a Workplace on a Foundation of Respect
Rule #9: Cultivate the Risk-Trust Dynamic
Rule #10: Make Room for Fun in the Workplace (Nurture Lightheartedness/Levity)
Rule #11: Create Opportunities for Employee “Alignment” with Vision, Values, and Mission
Rule #12: Understand Human Capital
Rule #13: Treat Employees as “Volunteers”
Rule #14: Know Your Culture
Rule #15: Understand the Nature of Change and Prepare Your Employees to Embrace It
Rule #16: Cultivate Organizational Ethics; Demand and Reward Ethical Behavior
Rule #17: The Last and Overarching Rule: Tell the Truth! (and a Few Action Items to Grow On)
Index
TALENT FORCE: A NEW MANIFESTO FOR THE HUMAN SIDE OF BUSINESS
Foreword
Acknowledgments
About the Authors
Preface
Introduction
1 THE QUALITY TALENT IMPERATIVE
2 TALENT MARKET DEMANDS
3 BUILDING A COMPETITIVE TALENT ORGANIZATION
4 THE CULTURAL OBSESSION OF WORK
5 BUILDING A TALENT COMMUNITY
6 TANGIBLE TALENT MEASUREMENT
7 TALENT GOES ON OFFENSE
8 RELATIONSHIP RECRUITING (STILL) RULES
9 TALENT FORCES OF TOMORROW
Index
THE TRUTH ABOUT HIRING THE BEST
Introduction
PART I The Truth About Identifying the Best
TRUTH 1 There is no such thing as the ideal candidate
TRUTH 2 You are a seller in a buyer’s market
TRUTH 3 Catch the boomerangs
TRUTH 4 Rehire the retired
TRUTH 5 Job-hoppers could be show-stoppers
TRUTH 6 Seek refuge(e)
PART II The Truth About Recruiting the Best
TRUTH 7 It’s a war for talent
TRUTH 8 Maybe you don’t want “new blood”
TRUTH 9 Your actions speak louder than words
TRUTH 10 Targeting everybody attracts nobody
TRUTH 11 You are a talent scout
TRUTH 12 The Internet may not be the best place for recruiting
TRUTH 13 Use the enthused
TRUTH 14 It takes a village to hire one employee
TRUTH 15 Newspaper ads can be great when managed properly
TRUTH 16 Your invitation might be chasing applicants away
PART III The Truth About Interviewing
TRUTH 17 The candidate isn’t the only one who has to interview right
TRUTH 18 Ask what they will do, not what they can do
TRUTH 19 Charlie might be more than just a great mechanic
TRUTH 20 Passion–in fashion?
TRUTH 21 Good candidates might not talk to you
TRUTH 22 You’re not Sigmund Freud
TRUTH 23 Candidates and the truth–the whole truth
TRUTH 24 Don’t let the candidate’s resume drive the interview
TRUTH 25 Avoid the “hot seat”
TRUTH 26 You can oversell the job
TRUTH 27 There is such a thing as a bad question
TRUTH 28 You’re guilty until you prove you’re innocent
TRUTH 29 It’s impolite (and discriminatory) to ask about age
TRUTH 30 You wouldn’t ask him if he’s married–don’t ask her either
TRUTH 31 Kind curiosity can kill a career
TRUTH 32 Avoid questions about religious affiliations
TRUTH 33 Your mother was wrong; sometimes do be rude
PART IV The Truth About the Selection Process
TRUTH 34 Have a vacancy to fill? You’re already too late
TRUTH 35 Warning: this resume may contain spin!
TRUTH 36 Your candidate may be a scam-didate
TRUTH 37 The resume says “yes,” but the body language says “no”
TRUTH 38 The receptionist test–better than salt?
TRUTH 39 Don’t send away candidates dressed for a day at the beach
TRUTH 40 You aren’t an elephant
TRUTH 41 Keep on selling to candidates
PART V The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade
TRUTH 42 Invest in telephone screening to save time later
TRUTH 43 Face-to-face doesn’t have to be in-person
TRUTH 44 Too many cooks might improve the broth
TRUTH 45 Make haste slowly
TRUTH 46 You may want to hire candidates even when they get a bad reference
TRUTH 47 Beware the “Whizzinator”
TRUTH 48 Be real, even if scary
TRUTH 49 No crystal ball? Try employment testing
TRUTH 50 Graphology: palm reading or valid tool?
PART VI The Truth About Evaluating Candidates and Making the Offer
TRUTH 51 The last one you interview only seems like the winner
TRUTH 52 The one who offers salary information first is the loser
TRUTH 53 Don’t tell candidates why they weren’t selected
References
About the Author
Acknowledgments
| Erscheint lt. Verlag | 4.1.2011 |
|---|---|
| Verlagsort | Upper Saddle River |
| Sprache | englisch |
| Maße | 152 x 229 mm |
| Gewicht | 1 g |
| Themenwelt | Wirtschaft ► Betriebswirtschaft / Management ► Personalwesen |
| ISBN-10 | 0-13-269658-4 / 0132696584 |
| ISBN-13 | 978-0-13-269658-6 / 9780132696586 |
| Zustand | Neuware |
| Informationen gemäß Produktsicherheitsverordnung (GPSR) | |
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