|
|
|
|
|
Leader |
LDR
|
|
cam a 00 |
|
Control # |
1
|
|
2007013234 |
|
Control # Id |
3
|
|
DLC |
|
Date |
5
|
|
20221213142548.0 |
|
Fixed Data |
8
|
|
070328s2008 nju b 000 0 eng |
|
LC Card |
10
|
|
$a 2007013234 |
|
ISBN |
20
|
|
$a0132381869 (pbk. : alk. paper) |
|
ISBN |
20
|
|
$a9780132381864 (pbk. : alk. paper) |
|
Local Ctrl # |
35
|
|
$a(OCoLC)ocn123766733 |
|
Local Ctrl # |
35
|
|
$a(OCoLC)123766733 |
|
Obsolete |
39
|
|
$a240272$cTLC |
|
Cat. Source |
40
|
|
$aDLC$cDLC$dBAKER$dBTCTA$dJED$dC#P$dBWX$dYDXCP$dDLC |
|
Geog. Area |
43
|
|
$an-us--- |
|
LC Call |
50
|
00 |
$aHF5549.5.M63$bF96 2008 |
|
Dewey Class |
82
|
00 |
$a658.3/14$222 |
|
ME:Pers Name |
100
|
1 |
$aFyock, Catherine D. |
|
Title |
245
|
14 |
$aThe truth about hiring the best /$cCathy Fyock. |
|
Title:Varint |
246
|
30 |
$aHiring the best |
|
Imprint |
260
|
|
$aUpper Saddle River, N.J. :$bPearson Education/FT Press,$cc2008. |
|
Phys Descrpt |
300
|
|
$aviii, 215 p. ;$c22 cm. |
|
Series:Diff |
490
|
1 |
$aThe truth about |
|
Note:Bibliog |
504
|
|
$aIncludes bibliographical references (p. 213-214). |
|
Note:Content |
505
|
0 |
$aThe Truth About Identifying the Best -- There is no such thing as the ideal candidate -- You are a seller in a buyer's market -- Catch the boomerangs -- Rehire the retired -- Job-hoppers could be show-stoppers -- Seek refuge(e) -- The Truth About Recruiting the Best -- It's a war for talent -- Maybe you don't want "new blood" -- Your actions speak louder than words -- Targeting everybody attracts nobody -- You are a talent scout -- The Internet may not be the best place for recruiting -- Use the enthused -- It takes a village to hire one employee -- Newspaper ads can be great when managed properly -- Your invitation might be chasing applicants away -- The Truth About Interviewing -- The candidate isn't the only one who has to interview right -- Ask what they will do, not what they can do -- Charlie might be more than just a great mechanic -- Passion-in fashion? -- Good candidates might not talk to you -- You're not Sigmund Freud -- Candidates and the truth-the whole truth -- Don't let the candidate's resume drive the interview -- Avoid the "hot seat" -- You can oversell the job -- There is such a thing as a bad question -- You're guilty until you prove you're innocent -- It's impolite (and discriminatory) to ask about age -- You wouldn't ask him if he's married-don't ask her either -- Kind curiosity can kill a career -- Avoid questions about religious affiliations -- Your mother was wrong; sometimes do be rude -- The Truth About the Selection Process -- Have a vacancy to fill? You're already too late -- Warning: this resume may contain spin! -- Your candidate may be a scam-didate -- The resume says "yes," but the body language says "no" -- The receptionist test-better than salt? -- Don't send away candidates dressed for a day at the beach -- You aren't an elephant -- Keep on selling to candidates -- The Truth About Panel and Multiple interviews, Background Checks, Tests, and Other Tools of the Trade -- Invest in telephone screening to save time later -- Face-to-face doesn't have to be in-person -- Too many cooks might improve the broth -- Make haste slowly -- You may want to hire candidates even when they get a bad reference -- Beware the "Whizzinator" -- Be real, even if scary -- No crystal ball? Try employment testing -- Graphology: palm reading or valid tool? -- The Truth About Evaluating Candidates and Making the Offer -- The last one you interview only seems like the winner -- The one who offers salary information first is the loser -- Don't tell candidates why they weren't selected. |
|
Subj:Topical |
650
|
0 |
$aEmployee motivation$zUnited States. |
|
Subj:Topical |
650
|
0 |
$aEmployees$zUnited States. |
|
Subj:Topical |
650
|
0 |
$aSupervisors$zUnited States. |
|
SE:Ufm Title |
830
|
0 |
$aPrentice Hall truth about series. |
