简介
This pragmatic guide provides a three-pronged approach that helps employees choose the most promising candidates - and eliminate hiring risks. The book shows readers how to: interview effectively using such specific tools as a job analysis checksheet; use pre-employment tests to evaluate behaviour, mental abilities, character and technical skills; make the most of references to reveal useful information about a candidate. A multitude of tips and tools enable employers to ask the right questions, interpret answers, and co-ordinate the information they've gathered. The book's testing section contains numerous test samples. Michael W. Mercer is the author of "Turning Your Human Resources Department Into a Profit Center".
目录
Preface
Acknowledgments
Introducing How to Hire the Best...and Avoid the Rest p. 1
Interviews for Forecasting a Candidate's Success on the Job - Part I: How to Quickly Pinpoint Candidate Talents to Look for and Simplify Note Taking p. 11
Interviews for Forecasting a Candidate's Success on the Job - Part II: How to Conduct Interviews and Evaluate Job Candidates p. 38
Tests for Predicting Applicants' Job Success - Part I: Tests That Forecast Candidates' On-the-Job Behavior, Mental Abilities, and Character p. 67
Tests for Predicting Applicants' Job Success - Part II: Technical Skills Tests, Work Simulations and Assessment Centers, and Evaluations of Executive Candidates p. 99
Reference Checks to Forecast Candidates' Performance p. 120
Profit Improvement When You Hire the Best: How to Measure Your Hiring Successes in Dollars and Cents p. 131
Summary: Your Action Plan to Hire the Best - and Avoid the Rest p. 143
Appendixes p. 149
Index p. 155
Acknowledgments
Introducing How to Hire the Best...and Avoid the Rest p. 1
Interviews for Forecasting a Candidate's Success on the Job - Part I: How to Quickly Pinpoint Candidate Talents to Look for and Simplify Note Taking p. 11
Interviews for Forecasting a Candidate's Success on the Job - Part II: How to Conduct Interviews and Evaluate Job Candidates p. 38
Tests for Predicting Applicants' Job Success - Part I: Tests That Forecast Candidates' On-the-Job Behavior, Mental Abilities, and Character p. 67
Tests for Predicting Applicants' Job Success - Part II: Technical Skills Tests, Work Simulations and Assessment Centers, and Evaluations of Executive Candidates p. 99
Reference Checks to Forecast Candidates' Performance p. 120
Profit Improvement When You Hire the Best: How to Measure Your Hiring Successes in Dollars and Cents p. 131
Summary: Your Action Plan to Hire the Best - and Avoid the Rest p. 143
Appendixes p. 149
Index p. 155
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