April 21, 2012 | Author: admin | Filed under: interview
96 Great Interview Questions to Ask Before You Hire eBook: Paul Falcone: Kindle Store
"Every harried interviewer knows the danger of throwing out vague questions to a potential employee. You get canned answers in response — and the result can be a disastrous hiring decision. Now there's a quick way to find out what really makes a candidate tick. Presented in a handy question-and-answer format, this new book supplies 96 probing interview questions, plus helpful tips on interpreting the responses. It details how to: * elicit spontaneous, truthful responses * watch out for red flags that predict subpar performance * solicit meaningful information from reference checking * hire people that best fit the organization's needs With questions covering 17 topics and all types of job openings, the book serves as both a ready reference for managers and a refresher course for seasoned human resources personnel."
- Format: Kindle Edition
- File Size: 2404 KB
- Publisher: AMACOM; Second Edition edition (August 31, 1996)
- Sold by: Amazon Digital Services
- Language: English
- ASIN: B001UE7HAQ
- Text-to-Speech: Enabled
Concise how to for busy HR managers
I can’t say enough about this book. I have referred to each section and now am re-reading this book. I always find something new, or a new perspective on something like in the Laid off section. I have no hesitation in recommending this book as a how to for new managers or those looking for a better way to handle HR issues. This book is insightful and extremely well organized-making it great to use as a quick reference.
How to avoid making a VERY expensive mistake
Falcone offers invaluable advice as to how to “identify high performance candidates, probe beyond superficial answers, spot ‘red flags’ which indicate evasions or untruths, get references which provide reliable information about candidates, and negotiate job offers which attract winners.” The value of this book is perhaps best indicated by the results of research conducted by Bradford D. Smart of more than 4,000 executives in 50 of the “Fortune 500″ companies, shared in Topgrading which I have reviewed previously. The results confirm Peter Drucker’s assertion that “The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are very good at it.” For me, the most stunning revelations in Smart’s book are found on page 50, in Figure 3.2, “Cost of Mis-Hire Study Results.” According to the results of Smart’s extensive research study, the sum of total costs of a mis-hire (on average) are as follows:
Base salary Less than $100,000: 14 times salary
Base Salary $100,000-250,000: 28 times salary
All Salaries: 24 times salary
Sobering statistics indeed. In his book, Falcone includes two recurring sections which define the context within which each of the 96 questions is asked: “Why Ask This Question?” and “Analyzing the Response.” He also alerts the reader/interviewer to relevant “Red Flags” which might otherwise be invisible. Books such as this (and it’s one of the best) can guide and inform a rigorous process by which to identify those candidates which offer the strongest talent, skills, and (yes) character. I strongly recommend this book to any and all decision-makers and decision-influencers who are involved in their organization’s hiring process. But please keep in mind that candidates may have also read this book. For interviewers, it is highly desirable to reveal the person “behind the resume.” It is also imperative to obtain “real information” from credible reference persons. My own opinion is that they as well as candidates need to be thoroughly checked out.
This book is a must read for anyone that will be interviewing others, or will ever be looking for a job themselves. It provides insight into the standard set of HR questions, that an interviewer ought to know. “What are your strengths”… “Weaknesses”… Why ask these questions unless you know what you are looking for? This book provides an indepth discussion of these and other questions with sample answers, what you should look for in an answer, and possible follow up questions. It clarifies the interviewing process. From a job hunting perspective it helps to hone your skills, and to prepare you for the HR onslaught of seemingly arcane questions.
A very good "interview book" for new managers.
This is not a book for people who need short answers and quick fixes. The author explained in detail of the reason to ask each of the questions, what kind of “red-flag” to look for, and some of good answers. A must read for new managers.
Worth its weight in gold
From a job seeker perspective, this book has been worth personally more than 2000 times its list price. It is like being able to read the other team’s playbook before the championship game! If you are seeking a job in Corporate America, don’t go in without reading this book because this book will get you half way there……and in some unfortunate “buzz-word company” cases – all the way. It tells you everything they want to hear and why. Satisfy HR first, and then worry about your potenital new boss. Why waste your money on learning what you could say during an interview from other books. This book truly allows you to switch seats with your interviewer. This book is truly deserving of the yellow cover with black stripes and should be entitled, “Interviewing in Corporate America”
Perfect for Recruiters and Hiring Managers
Paul Falcone worked as the Employment Manager for a very large mortgage company. His 96 questions are a compilation of questions that he gathered over the years that help narrow down a candidate pool. These questions are above and beyond the normal tested legal quidelines, they ask whether a person can do the job as described.
If you are a hiring manager, this will help you to have a template to ask great job related questions. For those organizations who like to have structured interviews, this can be used to pick and choose questions for various managers to help compile a great profile from the interview process. Structuring allows you not to repeat the same questions and shows the candidates that you are careful in your selection process and are interested in getting the best.
If you are a recruiter, manager or even a job seeker wondering what may be asked in an interview, this is a great tool to have in your library.
A must buy book
I have been interviewing & hiring candidates for several years now, but recently decided to do a little more research into the topic. This book is excellent. It is written in a manner that is easy to open and read at any relevant chapter, making for a quick reference style use or for more in-depth reading if needed. The suggested questions are insightful and the analysis for each question helps you take the candidates answers to the next level. The sections on checking references have also helped me move beyond the paralysis of not knowing what I am legally able to ask, therefore making reference checking the useful tool that it is meant to be.
Chain this one to your desk!
I had to take my copy home, because at work all the other managers kept “borrowing” it every time they had to interview a job candidate. It is a quick read, easy to find what you’re looking for if you just want to glance at a certain section, but full of incredible information.
It tells you all the “why’s” behind the standard interview questions like “where do you want to be in 5 years?”, and red flags to look for in candidates. Reading it also helped me know what to say when I was being interviewed!
This an excellent book for people who want to hire right the first time. It really explains how to interview without insulting you or talking over your head.
Makes you feel more condident for the next interview
Each manager interviewing to hire, should be familiar with these strategic questions, that reveal cadidate’s personality, strenghts and weeknesses before you hire him. I’m looking forward to my next interview, I feel more confident now.