The Essential Guide for Hiring & Getting Hired
- Downloads：5841
- Type：Epub+TxT+PDF+Mobi
- Create Date：2021-04-06 11:58:45
- Update Date：2025-09-06
- Status：finish
- Author：Lou Adler
- ISBN：0988957418
- Environment：PC/Android/iPhone/iPad/Kindle
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Summary
O clássico do Universo YA em uma nova edição Em um país dividido pela Dobra das Sombras – uma faixa de terra povoada por monstros sombrios – e no qual a corte real está repleta de pessoas com poderes mágicos， Alina Starkov pode se considerar uma garota comum。 Seus dias consistem em trabalhar como cartógrafa no Exército e em tentar esconder de seu melhor amigo， Maly， o que sente por ele。 Quando Maly é gravemente ferido por um dos monstros que vivem na Dobra， Alina， desesperada， descobre que é muito mais forte do que pensava: ela é consegue invocar o poder da luz， a única coisa capaz de acabar com a Dobra das Sombras e reunificar Ravka de uma vez por todas。 Por conta disso， Alina é enviada ao Palácio para ser treinada como parte de um grupo de guerreiros com habilidades extraordinárias， os Grishas。 Sob os cuidados do Darkling， o Grisha mais poderoso de todos， Alina terá que aprender a lidar com seus novos poderes， navegar pelas perigosas intrigas da corte e sobreviver a ameaças vindas de todos os lados。 SOMBRA E OSSOS LEIGH BARDUGO LANÇAMENTO 2021 1º CAPÍTULO DISPONÍVEL PARA DIVULGAÇÃO “A trilogia Grisha faz uma releitura， brilhante e com ares épicos， da história russa; é a junção de Anna Kariênina com magia。 [。。。] Bardugo cria uma aventura de primeira linha， com romance envolvente e um mistério intrigante！” – RICK RIORDAN “Diferente de tudo o que já li。” – VERONICA ROTH
Reviews
Rick
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I found it useful as a hiring manager that I will continuously return to as a guide， but useless as tool to get hired。 The getting hired portions of the book are more of an afterthought and the main focus is help hiring managers。
Pamela Gioia
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So sensible that it baffles me that not all hiring teams don't operate the "Adler Way"。Stop sourcing or interviewing until you've read this book！ If your hires don't make it past their first 100 days， this will tell you why。 So sensible that it baffles me that not all hiring teams don't operate the "Adler Way"。Stop sourcing or interviewing until you've read this book！ If your hires don't make it past their first 100 days， this will tell you why。 。。。more
Richard
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GoodGood job liked it great thanks for the help bs d d d d f r r r t to
Joshuaprice
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Having never really thought about how to hire， this was referred to me by a friend。 I really liked the principle of hiring someone that will be successful in doing the job and not someone who meets all the listed job requirements。 I am in the process of hiring a faculty line right now， so let's see if this book actually helps Having never really thought about how to hire， this was referred to me by a friend。 I really liked the principle of hiring someone that will be successful in doing the job and not someone who meets all the listed job requirements。 I am in the process of hiring a faculty line right now， so let's see if this book actually helps 。。。more
Ronald Sinaga
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Awesome talent management book for recruiters and managersComing from a non-HR background， bought this book to understand the recruiting industry and it has served that purpose well。 The concepts are simple and well-explained。 Being a veteran recruiter， the writer knows well how to use real life examples to support these concepts！
Glenn Burnside
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Read the authors “hire with your head” instead。
Jake Powell
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I had to read this book for work， and I do think it’s made me a better recruiter。 That said， the evidence given for Adler’s recommendations was almost entirely anecdotal， and felt a bit like a long opinion piece or a collection of advice columns。
Todd Benschneider
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Nothing revolutionary on the pages for business professionals， but good introductory read for consumers。 Good prespective of how how headhunters and recruiters view candidates and assess resumes。
Javier González
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Good points but way too long。 Could have been a book half the length - a quarter dedicated to candidates and a quarter dedicated to recruiting managers。 Still， worth reading if you want to structure the interviewing process on either side of the fence。
Yagiz Erkan
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I tried to start to read this book twice so far。 I failed to make significant headway on both occasions。 I kept thinking "is the author ever going to get to the message"？ So much repetition， so much fluff， so much promise about showing/telling things but never getting to that point。。。 Maybe one day I'll be patient and brave enough to go through it。 I tried to start to read this book twice so far。 I failed to make significant headway on both occasions。 I kept thinking "is the author ever going to get to the message"？ So much repetition， so much fluff， so much promise about showing/telling things but never getting to that point。。。 Maybe one day I'll be patient and brave enough to go through it。 。。。more
Andrzej Swedrzynski
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The content of the book is great and immediately useful。 Unfortunately， the book is just too long。 There are too many useless repetitions。 It is still worth reading， just skim over the stuff which is repeated。
Mark Chambers
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Great approach to recruiting， but needs buy in from the organization if you want to really make it work。
Bob
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A seemingly valid approach to recruiting and hiring thoroughly explainedWhether you are a large company， small business， or government hiring manager， you would do well to study and implement the concepts laid out in this easy-to-read book。
Rhiannon Root
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Picking the right person for the job can be complicated and stressful。 “The Essential Guide for Hiring and Getting Hired” by Lou Adler seeks to provide some assistance in this difficult task。Normally， I wouldn’t pick up a book like this one。 But， as my mentor advised that I read chapter 10 of this book， well， I did。 （That chapter is all about job interviews。） I thumbed through a few other parts of this book as well， but mainly I focused on that chapter。 For the most part， this book is aimed at h Picking the right person for the job can be complicated and stressful。 “The Essential Guide for Hiring and Getting Hired” by Lou Adler seeks to provide some assistance in this difficult task。Normally， I wouldn’t pick up a book like this one。 But， as my mentor advised that I read chapter 10 of this book， well， I did。 （That chapter is all about job interviews。） I thumbed through a few other parts of this book as well， but mainly I focused on that chapter。 For the most part， this book is aimed at hiring managers and helping those folks figure out who to hire， how to get those people and what strategies you need to use to hire them。 There are some parts that are geared toward job seekers， which were insightful。 Each chapter ends with some bullet points， so you don’t have to absorb every word。 （This is helpful when you’re short on time and attention。）Not the best book I’ve read on jobs， but it was certainly helpful to peek inside the thought process of hiring managers。 I’m sure I’ll reread parts of this book。 If you’re looking for a job， my mentor was totally right， chapter 10 is pretty awesome。 。。。more
Odd
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Contains a great message that's surrounded by too much repetition。 Feels like a drag at times。 It could probably have been half as long without sacrificing anything essential。 Contains a great message that's surrounded by too much repetition。 Feels like a drag at times。 It could probably have been half as long without sacrificing anything essential。 。。。more
Dwight Walker
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Great insights into hiring process for recruiters and long-term unemployed。
Irina Ignatovich
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In a word？ Excellent！ Must read if you're looking to build a great team。 The great value of this book for recruiters， hiring managers and candidates is that it lays out a decision-making process that can be used to help and make fair each and every hiring and job decision you make。 In a word？ Excellent！ Must read if you're looking to build a great team。 The great value of this book for recruiters， hiring managers and candidates is that it lays out a decision-making process that can be used to help and make fair each and every hiring and job decision you make。 。。。more
Valeria
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Книга для меня оказалась очень полезной。 Конечно же， это один из многих инструментов， которые можно использовать при подборе персонала。 Но имея многолетнюю практику подбора людей， понимаю， что предлагаемый автором performance based approach как к конструированию требований к вакансии， так и к отбору людей больше всего позволяет нам понять， соответствует ли кандидат той работе， которую ему придется делать。 Могу сказать， что интервью по компетенциям и ситуационное интервью с легкостью может быть з Книга для меня оказалась очень полезной。 Конечно же， это один из многих инструментов， которые можно использовать при подборе персонала。 Но имея многолетнюю практику подбора людей， понимаю， что предлагаемый автором performance based approach как к конструированию требований к вакансии， так и к отбору людей больше всего позволяет нам понять， соответствует ли кандидат той работе， которую ему придется делать。 Могу сказать， что интервью по компетенциям и ситуационное интервью с легкостью может быть заменено предлагаемым Лоу Адлером методом。 Нашла для себя массу полезных инструментов и в ходе прочтения книги даже попробовала составлять описание вакансии в соответствии с моделью beyond year one， когда ты не фокусируешься на том， что надо делать， а описываешь цели， стоящие перед вакансией и перспективы развития человека в должности。 Предлагаемый подход также позволяет дать конструктивную обратную связь кандидату， если мы видим， что он не подходит для выполнения работы。 Более того， если кандидат не может ответить на конкретные вопросы о том， что и как он делал， не может предложить решения проблемы， стоящей перед компанией （а problem solving question автор предлагает задавать кандидатам）， он и сам поймет， что не дотягивает。 И тогда вопрос предоставления обратной связи почти отпадает - интервьюеру нужно просто резюмировать， что он увидел и услышал。 Чтобы на вопрос рекрутера о том， чего же не хватило кандидату для того， чтобы его рассматривали， не придумывать или говорить: "Тут немножко сложно описать。 Больше это как внутреннее чувство。 Он просто производит впечателние если не менее зрелого， то точно не более зрелого сотрудника， чем наши"， а дать четкий ответ по всем важным для вакансии параметрам。Однозначно рекомендую к прочтению ЛИНЕЙНЫМИ МЕНЕДЖЕРАМИ， рекрутерами и кандидатами。 。。。more
Vincent Van Wylick
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Excellent book for recruiters （all should read it！）， more of a mixed bag for job seekers。
Shahid Khan
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Must read on how to hire the right people。
Tim
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Very good， I think it will catch on。
Jacob O'connor
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Lou Adler definitely has a process。 I've been on the business-side of hiring several times now， and I want to apply a scientific approach to it。 Adler has a slew of helpful tips。 The next time I'm adding to my team or （gulp） interviewing for a new job， I'll go back and consult this book。 Some quick notes:-Is this the job you want？ If no， you'll be disappointed no matter what the pay-Mistaking activity for progress-Instead of asking about day one， ask about year one-Dont be seduced or dissuaded b Lou Adler definitely has a process。 I've been on the business-side of hiring several times now， and I want to apply a scientific approach to it。 Adler has a slew of helpful tips。 The next time I'm adding to my team or （gulp） interviewing for a new job， I'll go back and consult this book。 Some quick notes:-Is this the job you want？ If no， you'll be disappointed no matter what the pay-Mistaking activity for progress-Instead of asking about day one， ask about year one-Dont be seduced or dissuaded by first impressions-Look for the "achiever" pattern-Go easy on those you dont like， hard on those you do-Phone screen-Research the company before the interview-Use questions to get breathing room-Uncover the company's reeds and then offer a solution-1。 back record of consistent upward progress-2。 formal recognition-3。 Rapid promotion-6。 being involved in big decisions typically over their level-How do you test for motivation？ Ask for examples of going the extra mile-Go slow as fast as you can-Offer incentives to grow-Go for career maximization， not money maximization-Show our process instead of just giving the solution 。。。more
Cody
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