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Match. A Systematic, Sane Process for Hiring the Right Person Every Time

  • ID: 1869025
  • January 2011
  • 240 Pages
  • John Wiley and Sons Ltd
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PRAISE FOR MATCH

"Finding exceptional people is a difficult task in any hiring market. Even now, when there are so many candidates, it is challenging to identify the best hire for your company. The best practices in MATCH provide a systematic approach for identifying, hiring, and retaining the right people."
LIZ HICKOK, SPHR, HR Director, Sage North America

"MATCH is the perfect name for this book. Matching the right people to the right job in the right company is critical. A wrong match can kill, and a great match can make you. Learn how to make better matches today from a proven professional who spends every workday on the front lines of the employment war."
RICK MYERS, founder and CEO, Talent Zoo

"If interviewing anyone ever made you unsure, then MATCH is for you. The hiring tactics discussed in MATCH are brilliant! MATCH is a must–read for anyone involved in the hiring process."
DAVE BUCKEL, CFO

"MATCH puts hiring GREAT people at the top of the priority list which is exactly where it should be."
JIM HULING, consultant and author of Choose Your Life!

"As the business community continues to understand the importance and value of 'paying it forward,' it is critical that companies develop hiring techniques allowing them to identify, hire, and retain employees that foster a culture of giving back. MATCH provides a method for achieving that objective."
BOB LITTELL, author, speaker, and Chief NetWeaver, NetWeavers International

"I have hired a great deal of people in my career. But it wasn't until I used the MATCH process that I felt as comfortable with my hire on day one as I did a year after the employee started. I am very pleased with the results."
KEVIN MELENDY, CEO, Spectral Response LLC

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Preface: The Awakening.

Acknowledgments.

Introduction.

MATCH The Foundation.

Chapter 1 Assume the Proper Mind–Set.

Chapter 2 Begin with the Mission.

Chapter 3 Assemble the Hiring Team.

Chapter 4 Clarify the Corporate Culture.

MATCH The Process.

Phase I Preparing the Recruiting Plan.

Chapter 5 Create the Organizational Chart: Step 1.

Chapter 6 Compile a Job Overview: Step 2.

Chapter 7 Create the Competency Profile: Step 3.

Chapter 8 Structure the Recruiting Plan: Step 4.

MATCH The Process.

Phase II Implementing the Recruiting Plan.

Chapter 9 Conduct the Phone Screen: Step 5.

Chapter 10 Conduct the Face–to–Face Interview: Step 6.

Chapter 11 Check References: Step 7.

Chapter 12 Perform Background Checks: Step 8.

MATCH The Process.

Phase III Executing the Hire.

Chapter 13 Make the Decision: Step 9.

Chapter 14 Extend the Offer: Step 10.

Chapter 15 Receive Acceptance: Step 11.

Chapter 16 Perform Onboarding: Step 12.

MATCH The Process.

Phase IV Following Up.

Chapter 17 Retain the Employee: Step 13.

Chapter 18 Test the Return on Investment: Step 14.

Chapter 19 Make the Process Stick: Step 15.

Chapter 20 Foster a Culture of Effective Hiring: Step 16.

Conclusion.

Appendix I A Word about Contractors.

Appendix II Sample Documents for Hiring a Controller.

Appendix III The Cost of a Mishire: The Story of the Bad Controller.

Appendix IV Onboarding Checklist.

About the Author.

Index.

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DAN ERLING is a recognized name in the business community. Dan appears regularly as a media go–to expert for advice on hiring trends and recruiting methods. He is also a well– known public speaker and consultant. Erling has been recognized as one of Atlanta's up–and–coming young executives, running a forty–year–old regional accounting/finance recruiting firm (Accountants One) and maintaining partnership in a staffing firm (The Waters Organization). In 2004, Dan created the Search for the South's Funniest Accountant, which has become a successful annual fundraiser for Junior Achievement. He is a member of Financial Executives International (FEI); Georgia Association of Personnel Services (GAPS); and the Institute of Management Accountants (IMA). Dan lives in Atlanta with his wife of eighteen years, two kids, and two dogs. You can visit his blog on hiring and recruiting at www.danerling.com

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