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| Preface | |
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| Recruiting Qualified People | |
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| Recruitment Challenges | |
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| Weather the Impact of a Fluctuating Economy | |
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| Make Recruitment Efforts Succeed | |
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| Attract and Compete for Qualified Applicants | |
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| Establish and Adhere to High Standards of Excellence | |
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| Summary | |
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| Applicant and Employer Perspectives | |
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| Corporate Culture | |
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| Work and Personal Life Balance | |
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| Applicant Expectations | |
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| Employer Expectations | |
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| Applicants' Questions | |
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| Summary | |
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| Recruitment Sources | |
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| Prerecruitment Considerations | |
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| Proactive and Reactive Recruitment | |
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| Special Interest Groups | |
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| Traditional Recruitment Sources | |
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| Innovative Recruitment Sources | |
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| Summary | |
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| Electronic Recruiting | |
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| Definition of an Internet Applicant | |
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| Electronic Resumes | |
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| Company Career Websites | |
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| Internet Job Boards | |
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| Additional Electronic Recruitment Alternatives | |
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| International Electronic Recruitment | |
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| Electronic Recruiting Risks | |
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| Summary | |
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| Interviewing Applicants | |
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| Interview Preparation | |
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| Do a Job Analysis | |
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| Prepare a Job Description | |
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| Find the Best Fit | |
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| Review the Application and Resume | |
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| Set the Stage | |
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| Plan Basic Questions | |
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| Summary | |
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| Interviewing and Legal Considerations | |
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| Employment Legislation | |
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| Employment- and Termination-at-Will | |
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| Negligent Hiring and Retention | |
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| Record-Keeping Requirements | |
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| Electronic Record-Keeping Guidelines | |
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| Affirmative Action | |
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| Diversity | |
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| Discrimination Charges | |
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| Questions to Avoid Asking | |
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| Applicant Tracking | |
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| Summary | |
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| Competency-Based Questions | |
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| Key Competency Categories | |
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| Job-Specific Competencies | |
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| Characteristics of Competency-Based Questions | |
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| Competency-Based Lead-Ins | |
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| When to Ask Competency-Based Questions | |
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| Developing Competency-Based Questions | |
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| Generic Competency-Based Questions | |
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| Summary | |
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| Additional Types of Questions | |
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| Open-Ended Questions | |
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| Hypothetical Questions | |
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| Probing Questions | |
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| Closed-Ended Questions | |
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| Questioning Techniques for Different Stages of the Interview | |
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| Questioning Techniques to Avoid | |
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| Summary | |
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| Interview Components | |
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| Establish an Interview Format | |
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| Put Applicants at Ease | |
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| Get Started | |
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| Balance Listening with Talking | |
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| Interpret Nonverbal Communication | |
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| Encourage Applicants to Talk | |
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| Keep Applicants on Track | |
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| Provide Information | |
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| Consider the Role of Perception | |
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| Summary | |
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| Types of Employment Interviews | |
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| Exploratory Interviews | |
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| Telephone Screening Interviews | |
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| Video Screening Interviews | |
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| HR Interviews | |
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| Departmental Interviews | |
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| Panel Interviews | |
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| Peer Interviews | |
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| Interviews with Less-Than-Ideal Applicants | |
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| Stress Interviews (How and Why to Avoid Them) | |
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| Interviewing Pitfalls | |
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| Summary | |
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| Selecting the Best Fit | |
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| Documenting the Interview | |
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| Remember the Role of Documentation in the Selection Process | |
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| Avoid Subjective Language | |
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| Avoid Recording Unsubstantiated Opinions | |
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| Refer to Job-Related Facts | |
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| Be Descriptive | |
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| Document Applicants with Limited Experience | |
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| Keep Effective Notes | |
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| Adhere to Documentation Guidelines | |
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| Summary | |
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| Preemployment Testing | |
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| How Preemployment Tests Are Used | |
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| Testing Advantages and Disadvantages | |
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| Test Validation | |
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| Testing and Bias | |
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| Test Administration | |
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| Testing Policies | |
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| Testing Programs | |
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| Testing Categories | |
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| Computer-Based Testing | |
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| Summary | |
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| References and Background Checks | |
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| References Versus Background Checks | |
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| Legal Guidelines | |
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| Reference Essentials | |
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| Guidelines for Releasing and Obtaining Information | |
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| Fundamentals of Background Checks | |
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| Summary | |
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| Social Networks and Hiring | |
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| Social Networking Primer | |
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| Uses | |
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| Legal Risks | |
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| Social Media Policy | |
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| Social Media Versus Traditional Reference Checks | |
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| Summary | |
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| The Selection Process | |
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| Final Selection Factors | |
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| The Final Meeting | |
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| Notifying Selected Applicants | |
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| Notifying Rejected Applicants | |
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| What Could Go Wrong? | |
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| Summary | |
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| Orienting New Employees | |
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| Organizational Orientation | |
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| Objectives | |
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| Benefits | |
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| Characteristics of a Successful Program | |
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| Components | |
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| Participants | |
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| Format | |
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| Timing and Duration | |
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| Location and Setting | |
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| Employee Feedback | |
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| Summary | |
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| Departmental Orientation | |
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| Preparation | |
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| Content | |
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| Participants | |
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| Onboarding | |
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| Duration | |
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| Summary | |
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| Web-Based Orientation | |
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| Overview | |
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| Advantages | |
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| Drawbacks | |
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| Legal Concerns | |
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| Conventional Versus Web-Based Orientation | |
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| Blended Learning | |
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| Summary | |
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| Appendixes | |
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| Job Posting Form | |
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| Job Posting Application Form | |
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| Sample E-Mail Cover Letter | |
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| Work Environment Checklist | |
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| Job Description Form | |
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| Employment Application Form | |
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| Interview Evaluation Form | |
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| Exempt Reference Form | |
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| Nonexempt Reference Form | |
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| Notes | |
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| Index | |