Who gives you a great replicable framework for hiring A players for the role you need to fill. It provides a step by step process to make the most out of every interview, provide the optimal experience for the interviewee and maximum information for the interviewer.
The two basic steps are:
- #1 Create a scorecard
- #2 Check if the candidate fits the scorecard.
Ninety percent of business problems are actually recruiting problems in disguise. If you’re filling your company’s vacant positions with B-players, you’re playing with fire. Instead, hire Rockstars to build an organization with limitless potential. Recruit Rockstars shows you how to find, hire, and keep the best of the best.
Top-tier executive recruiter Jeff Hyman has hired more than three thousand people over the course of his career. Now, he reveals his bulletproof 10-step method for landing the very best talent, based on data instead of gut feel. From sourcing and interviewing to closing and onboarding, you’ll learn how to attract winners like a magnet and avoid the mistakes that result in bad hires.
Assembling a team of driven and innovative Rockstars is the most powerful competitive advantage you can have in today’s ever-changing business world. Recruit Rockstars will help you nail your numbers, impress your investors, and crush your competitors.
HIRING FOR ATTITUDE
In a recent groundbreaking study, the training firm Leadership IQ found that 46 percent of all new hires fail within their first 18 months. But here’s the real shocker: 89 percent fail for attitudinal reasons–not skills.
Most hiring managers are getting it wrong. Of course skills are important, but a particular skill set is about the easiest thing to test in an interview. Although much harder to recognize, attitude should be your number-one focus during the hiring process. Don’t suffer from poor chemistry–even one employee with the wrong attitude could cause years of suffering for your other employees and customers.
Whether you’re hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need people with the right attitude!
Attitude is what makes employees give 100 percent effort and turns customers into raving fans. Attitude sets your company apart from the competition.
NEVER SPLIT THE DIFFERENCE
Negotiations don’t just take place in hostage and crisis situations. Voss argues that they occur everywhere, constantly. At its core, negotiation is nothing more than communication with results. To get what you want out of life, you need to get what you want from others. In Never Split the Difference, Voss aims to teach you how to take control of the conversations that will influence your life and career.
Five key ideas for successful negotiation:
- Listen and make it about the other person, validate their emotions, build trust.
- Use mirroring to empathize and keep people talking.
- Practice tactical empathy to address emotional obstacles and find solutions.
- Label emotions to build rapport.
- Saying "no" can clarify what you want by eliminating what you don't want.
NEXT JOB BEST JOB
Rob Barnett is an innovator, a two-time entrepreneur, and a senior executive with five decades inside legendary media companies. As an advisor to thousands of job seekers and company heads, he is uniquely positioned to disrupt the job search industry.
Pivot from worrying to winning with inspired steps to:
- Score perfect job interviews
- Negotiate like a pro and get to “yes”
- Rebrand yourself with a unique resume, digital profile, and killer cover letter
- Ignite focus and restore motivation
- Identify the best career path
- Define the right job title
- Get immediate replies and callbacks
- Master networking
- Banish self-defeating thoughts
- Embrace success
- Pay it forward
HIRE WITH YOUR HEAD
This book is about how to grow great employees. The author uses the metaphor of gardening throughout the book, pointing out that we need to identify what makes a plant grow and then replicate those conditions with each employee.
Big Idea #1: Recruitment is often misunderstood.
When trying to fill a position, you need to educate yourself on some common misconceptions about hiring. Recruiters often make mistakes in the interview process by giving too much weight to the interaction between the candidate and interviewer instead of focusing on the candidate’s abilities and motivation for that job.
Big Idea #2: The traditional way of describing a job opening is not effective at attracting the best candidates.
Most people write job descriptions that list out a lot of the skills and traits they want in an employee. However, this isn’t the best way to recruit employees. A better method is using performance profiles instead of job descriptions.