Description:
Editorial Reviews
Reviews:
5.0 out of 5 stars A Must-Read - Must-Apply for Hiring Managers and Recruiters
In the final chapter of Lou Adler’s 4th edition of Hire with Your Head, Lou writes: “The paradigm-shifting of not declaring hiring success until the first-year anniversary date rather than the start date is the game-changer…” In addition to this being an accurate use of the term paradigm shift, it is an appropriate description of the approach to hiring Adler has advocated for 25 years.I’ve known, been trained by, and worked with Lou Adler since the early days of the first edition. Twenty-two years ago, thinking one day about interviews I was about to conduct. I started considering the questions I was going to ask when two things happened. First, I realized it wasn’t the questions I was going to ask that were important, it would be the answers. Second, I saw an announcement for the cassette tape version of Hire with Your Head. It completely changed my approach to interviewing and led to training 1000’s of managers in hiring. It included working on some of the specific performance-based hiring projects described in the 4th edition. I’ve developed performance profiles, structured interview guides, and trained managers in law enforcement, entertainment, agriculture, sales, accounting, security, manufacturing, housing, and more. I introduced the value of Lou’s concepts from the candidate perspective to 100’s of college students.Hire with Your Head is the “bible” for improving recruiting and hiring. In that sense, some of the core concepts have remained, perhaps with some 2021 updates. These include performance profiles, key interview questions (and structured interview guides), “having vs. doing,” fact-finding, closing techniques, and rules like “wait 30 minutes” and “no 2’s.” Some of the details behind these core elements, like different approaches to creating a performance profile, are basically unchanged.Some other elements have undergone significant upgrading, like the Quality of Talent Hire Scorecard. Some other elements have been brought into much greater prominence since the first edition. One example of this is a major focus on bias and diversity issues – and the strong argument for how performance-based hiring directly addresses these concerns, both practically and legally. This is critical because just recently, I saw a post from a major HR source on the importance of “first impressions,” something that must be resisted according to Lou. The “30% Solution,” introduced in that format in the 3rd edition gets – because it’s deserved – greater emphasis.Because I did a lot of work with Lou – and with my clients – on writing creative ads (or online posts), I was just a bit disappointed that the attention to this was not eliminated but reduced. I found “outrageous ads” one of the factors that provoked new thinking among recruiters and hiring managers.There are many other points I could make about this latest edition of Hire with Your Head – all positive because the fundamentals of this “bible” on hiring remain more solid and perhaps more important than ever among the challenges of today’s workforce. But I’ll close this with something I think makes the presentation of the 4th edition better – and the best of the four. The book contains excellent, clear visuals of the many key points – every one a powerful addition that brings these points to life.Lou Adler’s Hire with Your Head is essential, must apply, guidance for every recruiter, HR professional, and hiring manager!
5.0 out of 5 stars Excellent Content! Right on point!
I’m reading this for the 3rd time now after my boss recommended it to me. For context, our company is in the hiring/performance management space and a lot of what we teach our clients over and over is covered in this book. We’ve even designed our applicant tracking platform based on these concepts! From making strong scorecards to evaluating with the right goals in mind, and even making sure you’re setting up the hire for success on the job, “Hire with your Head” is a must read for anyone who’s making a hire!
5.0 out of 5 stars One of the best books for hiring better people
"Hiring & Getting Hired " has been one of the best books that I have read in this field. It helped me when I was an employee looking for a job or when I was a senior manager and was interviewing & recruiting people.I would definitely recommend it to anyone to read and understand how to get a better job or hire better employees.
5.0 out of 5 stars Full of insights and is very well written
Superb book. It really helps you transform how you hire from weeding through lots of bad applications to only focusing on the best candidates. It makes you rethink the job description, interview process, and how to evaluate talent.
Very effective for Recruitment and Talent sourcing!
I appreciate the attitude of Mr. Lou Adler that shows us how to hire people for a 1 year anniversary rahter than for the starting date. He pointed to the fact that best candidate doesn't necessarily mean a good hire and gives useful tips and strategies how to find out at the very beginning.I absolutely recommend this book for all Recruiting or Talent sourcing consultants.
This book is a game-changer
This book changes the way I hire completely. I never read a book and underlined sentences as much as I did with this one. It is excellent from start to finish, but most importantly, I now feel much more confident in hiring top performers.
The book arrived with defects
The book arrived with pages bent over & not being cut properly.
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Hire With Your Head: Using Performance-Based Hiring to Build Outstanding Diverse Teams
AED22383
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Visit the Wiley Store
Hire With Your Head: Using Performance-Based Hiring to Build Outstanding Diverse Teams
AED22383
Quantity:
Order today to get by 7-14 business days
This item qualifies for free delivery
Imported From: United States
At BOLO, we work hard to ensure the products you receive are new, genuine, and sourced from reputable suppliers.
BOLO is not an authorized or official retailer for most brands, nor are we affiliated with manufacturers unless specifically stated on a product page. Instead, we source verified sellers, authorized distributors or directly from the manufacturer.
Each product undergoes thorough inspection and verification at our consolidation and fulfilment centers to ensure it meets our strict authenticity and quality standards before being shipped and delivered to you.
If you ever have concerns regarding the authenticity of a product purchased from us, please contact Bolo Support. We will review your inquiry promptly and, if necessary, provide documentation verifying authenticity or offer a suitable resolution.
Your trust is our top priority, and we are committed to maintaining transparency and integrity in every transaction.
All product information, images, descriptions, and reviews originate from the manufacturer or from trusted sellers overseas. BOLO is not affiliated with, endorsed by, or an authorized retailer for most brands listed on our website unless stated otherwise.
While we strive to display accurate information, variations in packaging, labeling, instructions, or formulation may occasionally occur due to regional differences or supplier updates. For detailed or manufacturer-specific information, please contact the brand directly or reach out to BOLO Support for assistance.
Unless otherwise stated, all prices displayed on the product page include applicable taxes and import duties.
BOLO operates in accordance with the laws and regulations of United Arab Emirates. Any items found to be restricted or prohibited for sale within the UAE will be cancelled prior to shipment. We take proactive measures to ensure that only products permitted for sale in United Arab Emirates are listed on our website.
All items are shipped by air, and any products classified as “Dangerous Goods (DG)” under IATA regulations will be removed from the order and cancelled.
All orders are processed manually, and we make every effort to process them promptly once confirmed. Products cancelled due to the above reasons will be permanently removed from listings across the website.
Description:
Editorial Reviews
Reviews:
5.0 out of 5 stars A Must-Read - Must-Apply for Hiring Managers and Recruiters
In the final chapter of Lou Adler’s 4th edition of Hire with Your Head, Lou writes: “The paradigm-shifting of not declaring hiring success until the first-year anniversary date rather than the start date is the game-changer…” In addition to this being an accurate use of the term paradigm shift, it is an appropriate description of the approach to hiring Adler has advocated for 25 years.I’ve known, been trained by, and worked with Lou Adler since the early days of the first edition. Twenty-two years ago, thinking one day about interviews I was about to conduct. I started considering the questions I was going to ask when two things happened. First, I realized it wasn’t the questions I was going to ask that were important, it would be the answers. Second, I saw an announcement for the cassette tape version of Hire with Your Head. It completely changed my approach to interviewing and led to training 1000’s of managers in hiring. It included working on some of the specific performance-based hiring projects described in the 4th edition. I’ve developed performance profiles, structured interview guides, and trained managers in law enforcement, entertainment, agriculture, sales, accounting, security, manufacturing, housing, and more. I introduced the value of Lou’s concepts from the candidate perspective to 100’s of college students.Hire with Your Head is the “bible” for improving recruiting and hiring. In that sense, some of the core concepts have remained, perhaps with some 2021 updates. These include performance profiles, key interview questions (and structured interview guides), “having vs. doing,” fact-finding, closing techniques, and rules like “wait 30 minutes” and “no 2’s.” Some of the details behind these core elements, like different approaches to creating a performance profile, are basically unchanged.Some other elements have undergone significant upgrading, like the Quality of Talent Hire Scorecard. Some other elements have been brought into much greater prominence since the first edition. One example of this is a major focus on bias and diversity issues – and the strong argument for how performance-based hiring directly addresses these concerns, both practically and legally. This is critical because just recently, I saw a post from a major HR source on the importance of “first impressions,” something that must be resisted according to Lou. The “30% Solution,” introduced in that format in the 3rd edition gets – because it’s deserved – greater emphasis.Because I did a lot of work with Lou – and with my clients – on writing creative ads (or online posts), I was just a bit disappointed that the attention to this was not eliminated but reduced. I found “outrageous ads” one of the factors that provoked new thinking among recruiters and hiring managers.There are many other points I could make about this latest edition of Hire with Your Head – all positive because the fundamentals of this “bible” on hiring remain more solid and perhaps more important than ever among the challenges of today’s workforce. But I’ll close this with something I think makes the presentation of the 4th edition better – and the best of the four. The book contains excellent, clear visuals of the many key points – every one a powerful addition that brings these points to life.Lou Adler’s Hire with Your Head is essential, must apply, guidance for every recruiter, HR professional, and hiring manager!
5.0 out of 5 stars Excellent Content! Right on point!
I’m reading this for the 3rd time now after my boss recommended it to me. For context, our company is in the hiring/performance management space and a lot of what we teach our clients over and over is covered in this book. We’ve even designed our applicant tracking platform based on these concepts! From making strong scorecards to evaluating with the right goals in mind, and even making sure you’re setting up the hire for success on the job, “Hire with your Head” is a must read for anyone who’s making a hire!
5.0 out of 5 stars One of the best books for hiring better people
"Hiring & Getting Hired " has been one of the best books that I have read in this field. It helped me when I was an employee looking for a job or when I was a senior manager and was interviewing & recruiting people.I would definitely recommend it to anyone to read and understand how to get a better job or hire better employees.
5.0 out of 5 stars Full of insights and is very well written
Superb book. It really helps you transform how you hire from weeding through lots of bad applications to only focusing on the best candidates. It makes you rethink the job description, interview process, and how to evaluate talent.
Very effective for Recruitment and Talent sourcing!
I appreciate the attitude of Mr. Lou Adler that shows us how to hire people for a 1 year anniversary rahter than for the starting date. He pointed to the fact that best candidate doesn't necessarily mean a good hire and gives useful tips and strategies how to find out at the very beginning.I absolutely recommend this book for all Recruiting or Talent sourcing consultants.
This book is a game-changer
This book changes the way I hire completely. I never read a book and underlined sentences as much as I did with this one. It is excellent from start to finish, but most importantly, I now feel much more confident in hiring top performers.
The book arrived with defects
The book arrived with pages bent over & not being cut properly.
Similar suggestions by Bolo
More from this brand
Similar items from “Workplace Culture”
Share with
Or share with link
https://www.bolo.ae/products/U111980888K