Oktober 28, 2011
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Download Ebook Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude, 1e
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Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude, 1e
Download Ebook Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude, 1e
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Audible Audiobook
Listening Length: 5 hours and 26 minutes
Program Type: Audiobook
Version: Unabridged
Publisher: McGraw-Hill Education
Audible.com Release Date: February 7, 2017
Language: English, English
ASIN: B01N19BS5Q
Amazon Best Sellers Rank:
I don't usually leave bad reviews on things, but I'll make an exception here. The entire book is one giant commercial for his consulting services. Literally every chapter tells you to go to his consulting website for something or another (sometimes multiple times per page!).The premise is "here are some tips for interviewing, but you can't do them yourself, you need a professional to do it better". And the term "brown shorts" which is overused nonstop really needs to be rethought, doesn't bring very pleasant imagery to mind.Very, very little practical info, tons of fluff and advertising. Couldn't even finish it.
While there are interesting ideas on how to approach interviewing, this book is very interested in getting you to buy Mr Murphy's services. I'm giving it 3 stars for helping me to be able to see the types of attitudes that we should hire for, but the book falls short because he only gives a few examples of how to actually ask questions and review answers related to these attitudes. Every chapter gives you a link to his website but doesn't deliver. Right now, I'm looking at the end of Chapter 1 where it says, "For free downloadable resources including the latest research, discussion guides, and forms please visit [...] This link now goes to his blog. I have yet to find the first FREE form or discussion guide.If this book was updated with an appendix of great questions to go with all of the attitudes Mr Murphy identifies as well as answer interpretation or if those answers were actually on his website, this could be 5-star material. Otherwise, deep-pocketed, large HR departments may find it a gateway into his services, but smaller firms will likely find it wanting.
Over the years I have read a number of books on hiring the right people and, for the most part, they've all been pretty similar or at least have taken similar approaches to hiring. I didn't really expect to find much difference with HIRING FOR ATTITUDE by Mark Murphy, but was pleasantly surprised to find the book is built around an entirely new (to me) concept of how to approach hiring the right people.With all of the books on hiring I've read in the past, I felt I had constructed a pretty solid barrage of interview questions and had plenty of resources to find the right people for the job. I very quickly learned just how ineffective many of my questions were and also learned a new way to ask questions that creates a much better way to gather useful information and learn far more about the qualities you are looking for, or the qualities that you are looking to avoid. In fact, it just so happened the morning after reading chapters 1, 2 & 3, I had interviews scheduled. What I had already read from the book had an immediate impact and I felt the interviews I held that day were the most productive and revealing interviews I had ever conducted.The entire approach taught by Murphy makes absolute and perfect sense. First he points out what I already knew: that most people who don't fit for a job are not because they lack skill but because they lack the right attitude. Any company with more than a handful of employees already has a blueprint for building their approach to hiring for the right attitude. You simply create a profile of your star performers and one of your poor performers. You identify the qualities that exemplify each and build your questions in a way that will identify those same or similar qualities in the candidates you interview. The entire process is laid out is very easy to understand and easy to implement terms.I want to make one thing very clear. Most hiring books are going to provide you with what, at first thought, seem like good questions to use in your interview process. They may even give a few pointers about body language, voice inflection, etc. The point I'm making is, basically you read the book and then you apply what you read. With this book, it's not so simple. To implement the advice given here is going to require a lot of work on your part. You're not going to simply read the book and apply what you've learned. To do this right means a number of preliminary steps such as identifying desirable and undesirable traits, developing profiles, crafting questions to fit your business culture and to identify traits, developing "word pictures" to help turn your current people into star performers, and a lot more.I truly believe, if you do the work needed with each of these steps, the eventual payoff will be tremendous. I've already seen an immediate impact and haven't carried out all of these steps. When it comes to finding top tier candidates for your company, I believe this book is a game changer. I give this book my highest recommendation.
I have been struggling over the last year trying to hire top performers. We tend to make the mistake that Mark highlights very well of hiring for skills when we should be hiring for attitude. I therefore jumped at the chance to read his book. On the plus side, he does a beautiful job of describing why hiring for attitude is important and how is company goes about developing custom questions to help ferret out attitudes through interviews. However, it is a very complicated process. A key step is to work out how a scoring guide so that you know exactly how to rate the responses to the questions. Although the book does provide a list of questions, there are really only two questions that are fully mapped out with the scoring key. Sure, it makes sense to go through the long process of developing questions that are perfect for you organization, but I had expected him to provide more examples. On top of this, he plugs his company throughout the book stating that more information is available on the website. Except the link doesn't work (it should be [...] ) and there is little additional information on the website.If he had included a dozen good examples of "brown short questions" along with the scoring key (or had them on the website), this book would be golden, but then you wouldn't need to hire Mark to help you develop your own questions. As it is, it is certainly worth $15. Based on what I pulled out of the book, I have revamped my interview technique and will slowly be building my own scoring keys. I therefore gave it four stars for great content, but not five because it could have been so much better.
This book is excellent as it identifies the importance of your culture when hiring new employees. It reviews the importance of identifying the characteristics of high and low performers within your organization, developing and asking proper questions during the interview process, establishing answers to those questions, and scoring your candidates. Further, the book goes into recruiting and performance management. There were some interesting analogies and the humor kept the reading entertaining. I highly recommend this book.
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