By Pierre Mornell

Now in Paperback!People are the main worthwhile asset in today'¬?s fiercely aggressive office. In HIRING shrewdpermanent, now on hand in paperback for the 1st time, Dr. Mornell delineates forty five uncomplicated innovations for "people reading"-observing a candidate'¬?s habit and predicting what they'¬?ll be like within the workplace-that almost warrantly hiring the absolute best candidate for any job.

  • An authoritative advisor to hiring activity applicants from one of many world'¬?s best specialists in human source development.
  • The hardcover version has been translated into 8 languages and has bought greater than 40,000 copies.
  • From the exchange Paperback edition.

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    Sample text

    In short, she wrote the best letter received. She also interviewed extremely well on the phone. The candidate became one of the ten short interviews scheduled for the following week. However, between the time the candidate parked her car and walked toward the office, she was dead in the water because the assistant director happened to see her drive up in a red Mustang convertible and stride along the sidewalk in the miniskirt to end all miniskirts. She had attitude H I R I N G S M A R T 49 Pre-Inter view Strategies written all over her.

    Everyone works within spitting distance of everyone else. Best behavior aside, is the candidate more comfortable with executives? Secretaries? Warehouse people? What’s their first impression of him? What else can we predict from the candidate’s walkabout? In this case, Gordon loved the candidate. His people skills, past and present, were terrific, especially for a financial wizard. ” And the candidate answered. Afterwards, Gordon offered him a job. Ironically, the candidate turned him down. Using the leverage of his Crate and Barrel offer, H I R I N G S M A R T 35 Pre-Inter view Strategies the candidate apparently increased his salary handsomely with his current employer in New York, despite Gordon Segal’s best efforts on Crate and Barrel’s behalf.

    And my office provides candidates the opportunity to show their curiosity. Interestingly, the candidate who knows that I am a psychiatrist beforehand is usually nervous. Nervousness, in turn, can lead to an invisible wall between us—call it shyness or fear—which can result in a reluctance to ask questions, at least in the initial hour of most interviews. However, about 10 percent never ask questions at all. There’s apparently no curiosity or interest in the house, garden, or jumble of personal items inside the office, which surely tells more about me and my family than I could ever put in words.

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