[1] analyzing the core responsibilities of the position;
 [2] establishing the manager's expectations for performance of each of the core responsibilities;
 [3] determining what skills, knowledge, experience, attributes and competencies are 
      needed to meet those responsibilities and expectations;  and
 [4] generating appropriate questions which, when answered, will provide solid evidence
      of the candidate's  possession or lack of  the required qualities. 

A Manager's Guide to Hiring The Best Person For Every Job is the most comprehensive resource available on the topic of employment selection interviewing.   It is a very thorough "how-to" approach to interviewing for management and supervisory personnel who are casual interviewers for critical positions.  The book contains far more interviewing tools and techniques than have ever before been amassed in a single volume.  Each technique is illustrated with several examples formulated within typical conversational exchanges and there are explanations of how and when a particular technique should be utilized. 

This book provides the reader with an appendix of interview questions arranged by desired characteristics.  For each competency or attribute there is a selection of at least ten different questions for a total of at least 450 questions.  There are more questions scattered throughout the text.  A CD that can only be purchased from this site has a total of 1500 questions that can be used to create the "Master Match Matrix(TM)".

Although the questions asked are critical, where technique and strategy pay off is in how the candidate's answers to those great questions are followed up and made into succeeding avenues of exploration.  This book not only teaches how this is done, it  provides many examples of illustrative dialogue.

Understanding body language cues is a critical part of the skill mix in interviewing.  Studies on communication indicate that 7% of the "meaning" in a conversation is conveyed by the words, 38% is carried through the tonal quality of the voice and 55% through the body language.  This book devotes one entire chapter to educating the reader how to accurately interpret body language cues and gage the candidate's comfort/discomfort with a particular line of questioning as well as the level of truth/fabrication in a candidate's response.  The candidate's body language cues are tied into the dialogue examples. 

This book recognizes that the  "perfect" candidate does not exist and that the process of selection involves, therefore, a consideration of trade-offs.  It provides the reader with a tool [the matrix] for evaluating  those trade-offs.

Since many candidates fail in their positions because of personality discord, this book commits an entire chapter to the topic of "personality fit".  The reader learns how to identify which motivational need is the primary driver of the candidate's behavior. The identification process is accomplished by listening for certain word patterns and being attentive to the candidate's body language and dress.  This chapter also apprises the reader of the particular difficulties and blessings each type of candidate is likely to bring into the work situation. 

An important part of the interviewer's skill set must include knowledge of the legal boundaries set forth by the Federal Government under the heading of "equal opportunity". This book includes a list of illegal questions and it gives the reader related questions that can be asked.  In addition, the book covers such legal quagmires as non-compete agreements & employment contracts, the "offer" [of employment] letter, reference giving and checking, negligent hiring, employer liability and termination. 

• more accurate employee selection and placement
• reduced turnover;  maximum return on payroll dollars
• better quality, better motivated new hires
• less time spent per interview
• more effective listening and evaluation skills 
• a flexible interviewing strategy that guarantees impeccable results every time
• clarity regarding the conduct of a legally defensible interview
• prevent costly legal actions arising from lack of knowledge of Federal restrictions on interviewing
• better targeted "help wanted" advertisements
• recognize and identify basic motivational attitudes toward work in the interview
• appropriate matching of job requirements with individual personalities to insure a good "personality fit"
• a step-by-step process for preparing to conduct the most effective interview possible
• 1500 "high gain" questions that elicit relevant employment information on which future performance can be accurately predicted
• an easy to use and repeatable strategy for assessing candidate information 
• a variety of different interviewing techniques
• knowledge of the legal issues regarding reference checking and giving
• knowledge of "employer liability" in cases of negligent hiring
• identification of body language cues
• popular areas of deception in resumes 
• how to avoid the flaws inherent in panel interviews
• strategies for interviewing effectively by phone
• learn how to separate listening from evaluation

This book introduces the reader to three concepts proprietary to the author: 

 1.  Selection By Objectives  [explained in chapter two]  which starts the selection process with the specific end result clearly delineated; 

 2.  the Master Match Matrix, the MMM  [defined and illustrated in chapter three] which is a job specific evaluation tool that is prepared prior to interview and is what controls the direction of the interview; and

 3.  the concept of People Reading [defined in chapter eight] which identifies a candidate's primary motivational drive from speech patterns, body language and dress and shows the reader learns how to use this knowledge to determine the candidate's personality fit to the environment or culture. 

Important:  Studies from the U.S. Department of Labor indicate that 50% of all new hires leave their jobs within the first six months.  Most either quit or are relieved of their duties because they prove themselves to be unfit for the jobs for which they were hired.  Others leave because the job does not meet their expectations and/or the responsibilities described in the interview.  In addition, 50% of all executives fail in their new positions within the first six months of their promotion into new responsibilities.  At an average salary of $40,000 to $150,000 year, companies are paying astronomical sums for their hiring errors.   The reason for this sorry state of affairs may be due to the fact that the majority of hiring is done by people who remain novices at the process. 

"Interviewing" is not a priority area of concern for most managers.  It is done intuitively and on the spur of the moment without much preparation.  Since most managers interview - at most - only three time in a single year, they use a hiring strategy which is generally poorly designed and miserably executed by people who face the task unequipped, unprepared and unenthusiastic about the process. 

Studies by the Center for Creative Leadership confirm that although personal interviews and references are the principle tools utilized in the selection process, these are the least accurate predictors of future job performance.     This mission of this book is to correct that statistic and show how the personal interview, even when executed by managers who interview only a few times a year, can be an accurate predictor of future job performance when done with appropriate thought and preparation. 

Different: This book offers a logical, intelligent, repeatable, east-to-use strategy that guarantees impeccable results every time it is utilized.   It is a very complete "how-to" approach to interviewing.  The book contains far more tools and techniques than have ever before been amassed in a single volume.  Each technique is illustrated with several examples formulated within typical conversational exchanges.  There are also explanations of how and when a particular technique should be utilized.  In fact, this book contains abundant extended examples of actual interviewing dialogue, some with commentary on the interviewer's errors and/or on the candidate's body language.  No other book in the marketplace is as complete.

Controversial:  The book contains a system for selection interviewing that makes a candidate's resume virtually irrelevant.  Undoubtedly the reader will know that the function of a resume is to get the candidate invited in for an interview.  It is therefore an important tool for the personnel department [human resources people] who generally perform the screening process - making sure that the candidate possesses the appropriate background requested by the operating manager.   The traditional selection process begins with the interviewer working off the candidate's resume by formulating questions around the information presented there.  With the system presented in this book, the interviewer works off his/her own documentation [the Master Match Matrix(TM) and pre-prepared list of questions] which targets the requirements of the job.  The candidate's resume, then, becomes superfluous.

The interviewing strategy promulgated in the book directs the interviewer to first satisfy themselves that the candidate is viable before answering any of the candidate's questions.  This process takes about 20 minutes.  At that point, the interviewer is told to respond to the candidate's concerns.  Although this may seem discourteous to the candidate, the purpose is to conserve the operating manager's time.

Stimulating:  The book is humorous and replete with real stories from actual interviewing situations.
 

Value Added Special Offer: If you purchase "A Manager's Guide To Hiring The Best Person For Every Job " from this site, you will receive, free of charge, a CD containing over 1500 interviewing questions, classified by desired competency, that can be used to facilitate and create a question list for interviewing prospective employees.  Also on this CD is a template for making the Master Match Matrix(TM).

You cannot get the FREE CD "Value Added Offer" unless you purchase from this page.  Presently we are re-vamping our credit card system.  Therefore until further notice all sales must be by check or money order to:

 DeAnne Rosenberg; 19 Bass Cove Lane, Wareham, MA 02571.

Price: (US)$18.95 includes Free CD ( a $28.90 value) plus $5.00 shipping and handling = $23.95

Price: (US)$9.95 plus $2.00 shipping and handling = $11.95