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Hiring the Best Person for Every Job. Participant Workbook

  • ID: 2212357
  • Book
  • March 2002
  • 160 Pages
  • John Wiley and Sons Ltd
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What′s the latest word on hiring? Resumes are far less important than you thought they were–and you can learn far more from "body language" than you ever thought possible.

Hiring the Best Person for Every Job is a comprehensive workbook designed to help you learn the skills you need to effectively interview and hire new employees. This comprehensive resource will show you–no matter how inexperienced you may be in the interview process–how to turn a personal interview into an accurate predictor of future job performance. Step–by–step the guide shows you how to thoroughly prepare for an interview and
  • Analyze the basic responsibilities of the position
  • Determine the manager′s performance expectations regarding the pre–determined responsibilities
  • Pinpoint the skills, knowledge, experience, attributes, and competencies needed to meet those performance expectations
  • Generate appropriate questions which, when answered, will provide solid evidence of a candidate′s qualification
  • Design and use a structured format–the Master Match Matix–that will support an effective interview evaluation process.
Author DeAnne Rosenberg highlights each of the book′s techniques with several examples that include typical conversational exchanges and she features explanations of how and when a particular technique should be used.
Hiring the Best for Every Job also contains illustrative examples of actual interviewing dialogue, some with commentary on the interviewer′s errors and the candidate′s body language. Hiring the
Best Person for Every Job offers you a logical, intelligent, repeatable, and easy–to–use strategy that guarantees impeccable results time after time.
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Introduction to the Workshop.

Workshop Objectives.

Interviewing Quiz.

Cost of Turnover.

Interviewing by Objectives and Usingthe Master Match Matrix.

Victimization of the Untrained Interviewer.

Four Criteria Traditionally Used for Selection.

Investigative Questions.

Puzzle Questions Versus Behavioral Questions.

Exercise 1:Reworking Puzzle and Behavioral Questions.

The Fifth Criterion:Selection by Objectives.

Performance Expectations Worksheet.

Competencies Required Worksheet.

The Screening Process.

The Master Match Matrix Forms and Instructions.

Exercise 2:Question Generation.

Pre–Planning the Interview (Two–Day Format Only).

Know Your Biases.

Know Your Company.

Know the Purposes and Pitfalls of the Interview Process.

Know What the Candidate Might Want to Know.

How to Guarantee Superior Recruitment Assistancefrom HR or an Employment Agency.

Job Description Form.

Tools for Interviewing.

Time Frame.

Structured Format.

Structuring Statement.

Operant Conditioning.

Questioning Strategies.

Use of Cliches.

Body Language Cues.

Using Silence.

Listening Skills.

Opening and Closing the Interview.

Exercise 3:Recognizing Types of Questions.

Exercise 4:Tools and Techniques.

Exercise 5:Reading Body Language.

Exercise 6:Listening for Substance.

Advanced Questioning Challenges(Two–Day Format Only).

Getting the Shy Candidate to Speak.

Making Questions More Productive.

Making the Interview More Conversational.

Dumb Questions.

Responding to Evasion Tactics.

Exercise 7:Rescuing Dumb Questions.

Exercise 8:Responding to Evasion Strategies.

Advanced Interviewing Strategies(Two–Day Format Only).

Resume Analysis.

Record Keeping and Related Paperwork.

Rapid Screening Technique.

Round Robin and Team Interviews.

Interviewing by Telephone.

Hiring Professionals.

Preparation for Role Play.

Role–Play Instructions.

Master Match Matrix.

Legal Restrictions and Related Issues.

Legally Restricted Topics.

Questions One Cannot Ask During an Interview.

Checking and Giving References.

Employer Liability.

Exercise 9:Legality Issues.

Role–Play Guidelines.


Questioning Strategy for Role–Play Activities.

People Reading and Personality Fit.

Analyzing the Work Environment.

Background of People Reading .

Three Motivational Types.

Exercise 10:People Reading.

Exercise 11:Wrap–Up.


Common Errors in Conducting the Interview.

Answers to the Exercises.

Interview Questions Listed by Competency Desired.

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DeAnne Rosenberg
Note: Product cover images may vary from those shown