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“Talent matters. No one denies this fact. But, there is often a gap between wanting and getting talent. Cathy Fyock’s 53 ‘Truths’ provide concrete, practical, and well-tested ideas to close the talent gap. The ideas are reasonable, grounded in research, and actionable. This is an excellent book for those who pay attention to hiring. The 53 Truths offer a roadmap for doing this important task more effectively.”
Dave Ulrich, Professor of Business, University of Michigan, Partner, The RBL Group
“You think you knew everything you needed to know about employment until you read the most recent, catchy FT Press ‘Truth’ book by staffing expert Cathy Fyock. In only 224 pages Fyock effectively uses 53 ‘Truths’ to challenge many of HR’s long-standing assumptions and practices related to recruitment and selection. With everyone wanting to ‘hire the best,’ this quick read has a high ROI.”
Michael R. Losey, SPHR, CAE, Former CEO, Society for Human Resource Management
“Cathy Fyock knows there is no ‘silver bullet’ when it comes to successful recruiting and hiring–and that passive tactics do not provide high quality results. She knows the truth: Today’s low unemployment rates combined with increasing retirements of Baby Boomers spell trouble for employers hoping to expand. Her fresh approach shows the reader that there are numerous opportunities to connect with great future employees, and she provides practical advice for tapping multiple sources simultaneously, as well as interviewing and making offers. If you want to hire the best, this book is your guide!”
Nancy S. Ahlrichs, SPHR, President, EOC Strategies, LLC
Great business results start with great talent. Get it–and keep it!
This book reveals 53 Proven Hiring Principles and bite-size, easy-to-use techniques that work.
• The truth about finding hidden sources of talent
• The truth about making great people want to work for you
• The truth about interviewing: asking the right questions
Getting the best people for your organization is not only difficult, but the strategies for getting the best often are not obvious. To get the best you first need to identify who the best are, then determine how to reach the best, and then decide on the best among the best you want to hire. In The Truth About Hiring the Best you will learn: it's not just a job to fill; it's your organization's future that you're creating; getting the best isn't just about asking the right questions, it's about listening for the right answers; and great people don't want to work for desperate employers. It's a war for talent, and you need to win.
Part I The Truth About Identifying the Best
Truth1 There is no such thing as the ideal candidate 1
Truth 2 You are a seller in a buyer’s market 5
Truth 3 Catch the boomerangs 9
Truth 4 Rehire the retired 13
Truth 5 Job-hoppers could be show-stoppers 17
Truth 6 Seek refuge(e) 21
Part II The Truth About Recruiting the Best
Truth7 It’s a war for talent 25
Truth 8 Maybe you don’t want “new blood” 29
Truth 9 Your actions speak louder than words 33
Truth 10 Targeting everybody attracts nobody 37
Truth 11 You are a talent scout 41
Truth 12 The Internet may not be the best place for recruiting 45
Truth 13 Use the enthused 49
Truth 14 It takes a village to hire one employee 53
Truth 15 Newspaper ads can be great when managed properly 57
Truth 16 Your invitation might be chasing applicants away 61
Part III The Truth About Interviewing
Truth17 The candidate isn’t the only one who has to interview right 65
Truth 18 Ask what they will do, not what they can do 69
Truth 19 Charlie might be more than just a great mechanic 73
Truth 20 Passion–in fashion? 77
Truth 21 Good candidates might not talk to you 81
Truth 22 You’re not Sigmund Freud 85
Truth 23 Candidates and the truth–the whole truth 89
Truth 24 Don’t let the candidate’s resume drive the interview 93
Truth 25 Avoid the “hot seat” 97
Truth 26 You can oversell the job 101
Truth 27 There is such a thing as a bad question 105
Truth 28 You’re guilty until you prove you’re innocent 109
Truth 29 It’s impolite (and discriminatory) to ask about age 113
Truth 30 You wouldn’t ask him if he’s married–don’t ask her either 117
Truth 31 Kind curiosity can kill a career 121
Truth 32 Avoid questions about religious affiliations 125
Truth 33 Your mother was wrong; sometimes do be rude 129
Part IV The Truth About the Selection Process
Truth34 Have a vacancy to fill? You’re already too late. 133
Truth 35 Warning: this resume may contain spin! 137
Truth 36 Your candidate may be a scam-didate 141
Truth 37 The resume says “yes,” but the body language says “no” 145
Truth 38 The receptionist test–better than salt? 149
Truth 39 Don’t send away candidates dressed for a day at the beach 153
Truth 40 You aren’t an elephant 157
Truth 41 Keep on selling to candidates 161
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 165
Truth 43 Face-to-face doesn’t have to be in-person 169
Truth 44 Too many cooks might improve the broth 173
Truth 45 Make haste slowly 177
Truth 46 You may want to hire candidates even when they get a bad reference 181
Truth 47 Beware the “Whizzinator” 185
Truth 48 Be real, even if scary 189
Truth 49 No crystal ball? Try employment testing. 193
Truth 50 Graphology: palm reading or valid tool? 197
Part VI The Truth About Evaluating Candidates and Making the Offer
Truth 51 The last one you interview only seems like the winner 201
Truth 52 The one who offers salary information first is the loser 205
Truth 53 Don’t tell candidates why they weren’t selected 209
About the Author 215