45 Effective Ways for Hiring Smart!

What's "45 Effective Ways for Hiring Smart!" about?

• Purpose of the book: "45 Effective Ways for Hiring Smart!" by Pierre Mornell is a guide to improving the hiring process by predicting the future behavior of candidates through various strategies.
• Focus on behavior: The book emphasizes observing candidates' behavior before, during, and after interviews to make more informed hiring decisions.
• Practical strategies: It provides 45 actionable strategies to help employers identify the best candidates and avoid costly hiring mistakes.
• Target audience: The book is aimed at business owners, managers, and HR professionals who are responsible for hiring key personnel.

Why should I read "45 Effective Ways for Hiring Smart!"?

• Reduce hiring mistakes: The book offers insights into reducing the high costs associated with hiring the wrong person.
• Improve hiring skills: It provides practical tools and strategies to enhance your ability to evaluate and select the right candidates.
• Learn from experts: The author shares experiences and advice from successful business leaders and hiring experts.
• Comprehensive approach: The book covers all stages of the hiring process, from pre-interview strategies to post-interview evaluations.

What are the key takeaways of "45 Effective Ways for Hiring Smart!"?

• Behavior as a predictor: The best predictor of future behavior is past behavior, and observing candidates' actions is crucial.
• Chemistry matters: Trust your instincts about the chemistry between you and the candidate, as it can be a significant factor in hiring decisions.
• Use multiple strategies: Combining different strategies can provide a more comprehensive evaluation of candidates.
• Importance of references: Thorough reference checks are essential to verify candidates' backgrounds and uncover potential issues.

What are the best quotes from "45 Effective Ways for Hiring Smart!" and what do they mean?

• "The best predictor of future behavior is past behavior." This quote emphasizes the importance of understanding a candidate's history to predict their future performance.
• "Never do business with anybody you don’t like." This advice highlights the significance of personal chemistry and trust in professional relationships.
• "Invest in people, not ideas." It underscores the value of hiring the right individuals, as they are the key to a company's success.
• "You can never pay the right person enough, and you always pay the wrong person too much." This quote reflects the long-term cost implications of hiring decisions.

How does Pierre Mornell suggest using intuition in hiring?

• Trust your gut: Mornell advises trusting your instincts when you have a strong feeling about a candidate, whether positive or negative.
• Chemistry is crucial: He emphasizes that chemistry between the interviewer and candidate is often determined in the first few minutes.
• Be aware of biases: While intuition is important, it's also crucial to be aware of personal biases that might affect your judgment.
• Balance with evidence: Use intuition as one part of a broader strategy that includes behavioral observations and reference checks.

What are some pre-interview strategies from "45 Effective Ways for Hiring Smart!"?

• Phone contact: Make initial phone contact with candidates to gauge their communication skills and responsiveness.
• Assignment before interview: Give candidates a task related to the job to assess their problem-solving abilities and initiative.
• Resume reading in teams: Review resumes in teams to gain diverse perspectives and insights into candidates' qualifications.
• Cast a wide net: Use various channels to attract a diverse pool of candidates, increasing the chances of finding the right fit.

How does "45 Effective Ways for Hiring Smart!" suggest conducting interviews?

• Ask all questions at once: Present all your questions at the beginning to focus on listening and observing the candidate's responses.
• Have fun: Use unconventional questions to see how candidates think on their feet and reveal their personalities.
• Assign a mini-project: During the interview, give candidates a task to perform to observe their practical skills and creativity.
• Seek closure: Announce a five-minute warning before the end of the interview to prompt candidates to share any final thoughts.

What post-interview strategies does Pierre Mornell recommend?

• Request a return call: Ask candidates to call you back at a specific time to test their reliability and interest in the position.
• Assign a take-home project: Give finalists a project to complete after the interview to further assess their skills and attention to detail.
• Travel with finalists: For executive positions, travel with candidates to observe their behavior in different settings and situations.
• Meet the spouse: If possible, meet the candidate's spouse or significant other to understand their support system and potential impact on job performance.

How important are reference checks according to "45 Effective Ways for Hiring Smart!"?

• Essential for verification: Reference checks are crucial for verifying the accuracy of candidates' resumes and claims.
• Network up the chain: Speak with higher-level references to gain more insightful and honest feedback about the candidate.
• Ask for a call back: Leave messages asking references to call you back if the candidate was outstanding, as a lack of response can be telling.
• Meet references in person: Whenever possible, meet key references face-to-face to encourage more candid discussions.

What role do psychological tests play in "45 Effective Ways for Hiring Smart!"?

• Supplementary tool: Psychological tests are used as an additional tool to gain insights into a candidate's personality and potential fit.
• Interpretation is key: The value of these tests depends on the skill of the interpreter and how well the results align with other observations.
• Legal considerations: Be aware of legal implications and ensure tests are used appropriately and fairly.
• Discuss results: Use test results as a starting point for discussions with candidates to explore their self-awareness and openness to feedback.

How does "45 Effective Ways for Hiring Smart!" address the issue of hiring mistakes?

• High cost of mistakes: The book emphasizes the financial and emotional costs of hiring the wrong person and the importance of rectifying mistakes quickly.
• Learning from errors: It encourages learning from past hiring mistakes to improve future decision-making processes.
• No compromise: The book advises against compromising on hiring standards, even if the search takes longer than expected.
• Continuous improvement: Regularly update and refine your hiring strategies based on experiences and outcomes.

What is the significance of the "200 plays" rule in "45 Effective Ways for Hiring Smart!"?

• Observation over time: The "200 plays" rule suggests observing a candidate's behavior in multiple situations to get a comprehensive understanding.
• Beyond interviews: It emphasizes the importance of seeing candidates in action beyond the interview setting to predict future performance.
• Multiple data points: Gathering numerous observations helps reduce the influence of a single impressive or poor performance.
• Adaptable approach: While 200 plays may not always be feasible, the principle encourages using as many observations as possible to make informed decisions.