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Self help the menegment - Nelson B.

Nelson B. Self help the menegment - wiley publishing , 2005. - 304 p.
ISBN 0-471-70545-4
Download (direct link): selfhelpthemanagementbible2005.pdf
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they can get away with when it comes to preparing for and conducting interviews. The quality of the results of your hiring process are generally directly proportional to the amount of time that you are willing to sink into it. Put more time into the process, and you’ll probably find the people you seek; put less time into the process, and you’ll be wondering why you can’t find anyone to fill your position.
Before you begin the recruiting process, it’s important to understand and define the expectations you have for your candidates. When you are clear about the kind of person you’re seeking, you’ll immediately know it when you find the right candidate for the job. There are generally two recruiting situations: hiring for an entirely new job, or hiring to replace an employee in an existing job. Let’s consider each in turn.
If the job is new, you’re in luck: This is the perfect time to specify your ideal candidate. Fully describe in the job description all the tasks and responsibilities of the position and the minimum necessary qualifications and experience. Does the job require fluency in HTML? Then say so. Be specific, not vague or fuzzy. Work hard on the job description now and you’ll have less work to do when you make the hire.
If you’re filling an existing position, then you’re also in luck: This is the perfect time to dust off the existing job description and make changes where necessary. Be sure that the job description closely reflects the tasks and requirements of the position. Often, a position’s responsibilities will shift over time as duties are added and taken away over a number of years. Unfortunately, job descriptions rarely keep up with this responsibilities creep. Now is the perfect opportunity to update the job description to reflect reality.
Before you start your recruitment effort, create an interview outline using the new or updated job description to outline the most important qualities that you’re seeking in your new hire. Seek input from other managers who will interact with the person to be hired to find out what kinds of qualities they would like to see in the position as well. Use the outline you create to guide you in the interview process.
The success of your organization depends on you—and others in a position to hire new employees—to find the very best people possible for
The Management Bible
Ask Bob and Peter: What is the most effective way new managers can gain respect and trust from their new team? What challenges do managers have if they are younger than some of their staff?
The most effective way to gain trust and respect is by being there for the team and following through on your promises. Other things are also important—technical skill, experience, personality, work ethic, and more—but you build respect and trust by listening, supporting, and honoring your commitments when you make promises. For example, if you empower a team of employees to study a problem in production and make recommendations, then do everything in your power to implement the team's recommendations quickly. If you don't, you will lose the respect and the trust of your employees—instantly. While some older employees may initially have a problem with having a boss who is younger, if the boss works hard to build respect and trust with his or her employees, in time, this issue will fade.
the job. It’s simple: If you’re able to hire better people, your business will be better too. Not everyone is meant for every job—some people, no matter how talented they may be, are ill-suited for certain jobs. Imagine what an amazing organization you would have if everyone hired was perfectly suited for their jobs.
Finding the best candidates starts with having a system that helps you track them down. The best candidates can be found anywhere— you really don’t know where you might find your next award-winning graphics artist or imaginative welder. Here are some ways to the best find job candidates for your organization:
• Taking a close look within: Before you launch a massive search for candidates outside of your organization, take a close look within. If, after you exhaust your internal candidates, no one turns up, then
feel free to look outside your organization. Taking a look inside your organization first will make the process faster and less expensive while resulting in employees who are happy that they are being given a leg up on the competition.
• Personal referrals: Many companies rely on referrals from current employees for the best candidates when jobs open up. As it turns out, this is not just a coincidence—research shows that people hired as a result of referrals from current employees work out better, stay with the company longer, and are happier. Involve your employees in the recruiting process by asking them to refer their talented friends and relatives.
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