Find (and Keep) Top Talent for Your Business (Collection)

Win the talent wars! 4 expert guides to finding the best people — and keeping them!

 

Four books packed with actionable guidance on finding, keeping, and leveraging great talent! Leverage your networks to reshape your career and organization… build a workforce that’s truly engaged, aligned with strategy, and capable of incredible performance… consistently put great people in the right roles… master 53 proven principles and bite-size techniques for hiring the best… and much more!

 

From world-renowned leaders and experts, including Vince Thompson, David Russo, Rusty Rueff, Hank Stringer, and Cathy Fyock

Table of Contents

IGNITED: MANAGERS! LIGHT UP YOUR COMPANY AND CAREER: For More Power, More Purpose, And More Success

Acknowledgments

About the Author

INTRODUCTION:

LIVING IN QUAKE COUNTRY

BASE CAMP:

THE IGNITED QUIZ

Part I  GET MORE POWER

1  ACTION WITH TRACTION

2  THE MANAGER’S UNIVERSE

3  LEADERSHIP IN LIMITED SPACE

4  MANAGING YOUR EMOTIONS

5  THE DEADLY LACK OF EMPOWERMENT TRAP

Part II  GET MORE PURPOSE

6  IGNITION POINT 1: THE PROCESS

7  IGNITION POINT 2: THE PEOPLE

8  IGNITION POINT 3: THE MESSAGE

9  IGNITION POINT 4: THE LANDSCAPE

10  IGNITION POINT 5: THE STRATEGY

11  IGNITION POINT 6: THE STORY

12  IGNITION POINT 7: THE SPIRIT

Part III  GET MORE SUCCESS

13  SELLING FROM THE FULCRUM

14  YOUR OWN SENSE OF BALANCE

Index

 

17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage

Introduction

Rule #1: Understand Why Employees Come and Why They Stay

Rule #2: Play “Win-Win” with Your Employees (and Allow Them to Be All They Can Be for Self and Company)

Rule #3: Cultivate Leadership, Not Management, and Know the Difference!

Rule #4: Provide Ample and Appropriate Resources

Rule #5: Demand Contribution; Be Worthy of Receiving It

Rule #6: Applaud Effort; Reward Contribution

Rule #7: Cheerlead; The “Magic” of M&Ms

Rule #8: Build a Workplace on a Foundation of Respect

Rule #9: Cultivate the Risk-Trust Dynamic

Rule #10: Make Room for Fun in the Workplace (Nurture Lightheartedness/Levity)

Rule #11: Create Opportunities for Employee “Alignment” with Vision, Values, and Mission

Rule #12: Understand Human Capital

Rule #13: Treat Employees as “Volunteers”

Rule #14: Know Your Culture

Rule #15: Understand the Nature of Change and Prepare Your Employees to Embrace It

Rule #16: Cultivate Organizational Ethics; Demand and Reward Ethical Behavior

Rule #17: The Last and Overarching Rule: Tell the Truth! (and a Few Action Items to Grow On)

Index

 

TALENT FORCE: A NEW MANIFESTO FOR THE HUMAN SIDE OF BUSINESS

Foreword

Acknowledgments

About the Authors

Preface

Introduction

1  THE QUALITY TALENT IMPERATIVE

2  TALENT MARKET DEMANDS

3  BUILDING A COMPETITIVE TALENT ORGANIZATION

4  THE CULTURAL OBSESSION OF WORK

5  BUILDING A TALENT COMMUNITY

6  TANGIBLE TALENT MEASUREMENT

7  TALENT GOES ON OFFENSE

8  RELATIONSHIP RECRUITING (STILL) RULES

9  TALENT FORCES OF TOMORROW

Index

 

THE TRUTH ABOUT HIRING THE BEST

Introduction

PART I The Truth About Identifying the Best

TRUTH 1 There is no such thing as the ideal candidate

TRUTH 2 You are a seller in a buyer’s market

TRUTH 3 Catch the boomerangs

TRUTH 4 Rehire the retired

TRUTH 5 Job-hoppers could be show-stoppers

TRUTH 6 Seek refuge(e)

PART II The Truth About Recruiting the Best

TRUTH 7 It’s a war for talent

TRUTH 8 Maybe you don’t want “new blood”

TRUTH 9 Your actions speak louder than words

TRUTH 10 Targeting everybody attracts nobody

TRUTH 11 You are a talent scout

TRUTH 12 The Internet may not be the best place for recruiting

TRUTH 13 Use the enthused

TRUTH 14 It takes a village to hire one employee

TRUTH 15 Newspaper ads can be great when managed properly

TRUTH 16 Your invitation might be chasing applicants away

PART III The Truth About Interviewing

TRUTH 17 The candidate isn’t the only one who has to interview right

TRUTH 18 Ask what they will do, not what they can do

TRUTH 19 Charlie might be more than just a great mechanic

TRUTH 20 Passion–in fashion?

TRUTH 21 Good candidates might not talk to you

TRUTH 22 You’re not Sigmund Freud

TRUTH 23 Candidates and the truth–the whole truth

TRUTH 24 Don’t let the candidate’s resume drive the interview

TRUTH 25 Avoid the “hot seat”

TRUTH 26 You can oversell the job

TRUTH 27 There is such a thing as a bad question

TRUTH 28 You’re guilty until you prove you’re innocent

TRUTH 29 It’s impolite (and discriminatory) to ask about age

TRUTH 30 You wouldn’t ask him if he’s married–don’t ask her either

TRUTH 31 Kind curiosity can kill a career

TRUTH 32 Avoid questions about religious affiliations

TRUTH 33 Your mother was wrong; sometimes do be rude

PART IV The Truth About the Selection Process

TRUTH 34 Have a vacancy to fill? You’re already too late

TRUTH 35 Warning: this resume may contain spin!

TRUTH 36 Your candidate may be a scam-didate

TRUTH 37 The resume says “yes,” but the body language says “no”

TRUTH 38 The receptionist test–better than salt?

TRUTH 39 Don’t send away candidates dressed for a day at the beach

TRUTH 40 You aren’t an elephant

TRUTH 41 Keep on selling to candidates

PART V The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade

TRUTH 42 Invest in telephone screening to save time later

TRUTH 43 Face-to-face doesn’t have to be in-person

TRUTH 44 Too many cooks might improve the broth

TRUTH 45 Make haste slowly

TRUTH 46 You may want to hire candidates even when they get a bad reference

TRUTH 47 Beware the “Whizzinator”

TRUTH 48 Be real, even if scary

TRUTH 49 No crystal ball? Try employment testing

TRUTH 50 Graphology: palm reading or valid tool?

PART VI The Truth About Evaluating Candidates and Making the Offer

TRUTH 51 The last one you interview only seems like the winner

TRUTH 52 The one who offers salary information first is the loser

TRUTH 53 Don’t tell candidates why they weren’t selected

References

About the Author

Acknowledgments