Any manager with hiring authority knows that selecting the "right" candidate for any position is a nerve-wracking task. Professional processes can help you screen, interview and review, but the final choice is often as much art as science. Author Martin Yate’s basic book can help inexperienced managers hire effectively, although this useful primer on interviewing and hiring is a little wordy. Yates provides great detail about key steps, such as when to schedule a phone interview, what to ask and how to conduct an interview. He even provides numerous sample questions for each major job category, from entry level to management. Is it a little too basic? Perhaps for some, but we recommend it for new managers who are inexperienced at hiring. Although this book covers the fundamentals of hiring, it can’t guarantee that you’ll make the right choice every time. Then again, that book probably hasn’t been written.
This is an extremely well written and very useful book on hiring techniques and methods. The author analyzes all aspects of the hiring process beginning with the different types of resumes and when each type is used; what flags to look for and how to evaluate an applicant's overall resume. Chapter five focuses on short-listing through a `phoner' while the subsequent chapters are devoted to interviewing techniques and the science of asking questions.
The author introduces four different interviewing techniques - Situational; personality profile; stress; and & behavioral - and also gives a very useful and informative analysis of the different types of questions that can be asked in a hiring interview like half-right reflexives; hamburger-helper questions; and question layering. In the following chapters, the author focuses on evaluating the candidate's ability and willingness to do the job as well as manageability. The questions and the author's commentary on what to look for and red flags in an applicant's answer are informative, highly usable, and extremely useful. These are not your 'standard' interview questions (though there are some pretty standard questions included). They are well formulated and clever probes into the applicant's skills, knowledge, personality, and background.
The rest of the book is devoted to functional areas with a chapter devoted to clerical, management, sales, contingency workers and law hires. Again, I found the advice and suggestions relevant and informative. In formulating the hundreds of question suggestions scattered throughout the book, the author has given a lot of thought to the qualities, experiences, and areas of concern that hiring managers and HR people focus on.