Hiring the Best Ch 1

What percentage of new hires typically remain in their jobs for more than six months?

What is identified as a primary cause of bad hires, according to the text?

Besides screening candidates what is presented as a good use of telephone calls?

What is NOT mentioned as a component of a practical approach to employee selection described in the text?

What does the book aim to help develop?

Which of these is NOT a negative outcome of making a bad hire, as mentioned in the text?

What is an area of focus within the text relating to employee management?

What is the central idea behind management skills?

What is considered essential for productive management?

Which of the following is NOT a reason that people fail to be effective managers?

What common misconception should managers avoid?

How should a manager view their role regarding skill development?

What is the primary responsibility that a manager has to their reports?

Why is the ability to hire effectively so critical for a manager?

Which skill is NOT directly linked to the skills needed by good managers?

Management Success

Management is still a path to success, but it requires active learning and skill development, not magical thinking.
Successful management is about getting work done through others, which hinges on effective hiring.
A manager is responsible for individual and team performance. This applies from entry-level to senior management.

Effective Hiring: The Foundation of Successful Management

Effective hiring is crucial for productive management. Poor hires result in low productivity and team issues, impacting the manager's success.
The book "Knock 'em Dead: Hiring the Best" aims to improve hiring processes to achieve effective management outcomes.
Technical skills are not necessarily transferable to management; distinct managerial skills are required.
Employee selection is a logical process, not brain surgery.

Avoiding Bad Hires

Studies show a high rate of new hires leaving their positions within six months, many due to bad hiring decisions.
Factors causing bad hires include:
- Inadequate job function analysis
- Missing skill set assessment
- Insufficient initial screening
- Poor interviewing techniques
- Lack of "second opinions"
- Unrealistic company and career expectations
- Failure to check references

Book Contents and Approach

Provides a practical and actionable approach to employee selection.
Chapters cover job role deliverables, candidate resume evaluation, phone screening, in-person interviews, seeking second opinions, and making job offers and addressing troubled employees.
Includes over 500 questions for assessing a range of skills, behaviors, and values.
Covers making final decisions, quickly integrating new hires, and handling underperformers.

Career Trajectory Alignment

The book supports various stages of career growth in management, from mid-level to senior.
It is consistent with other "Knock 'em Dead" career management books and provides sustained learning paths.
Suitable for those newly promoted into management, those seeking management positions, or those currently excelling in leadership positions.

Explore the key principles of management success with a focus on effective hiring strategies. Understand how poor hiring decisions can impact team dynamics and overall productivity. This quiz is based on the insights and recommendations from the book 'Knock 'em Dead: Hiring the Best'.