As the recruiting process gets more involved with multiple assessment tests and interviews, evaluating a large number of applicants for the right skills and cultural matches becomes challenging.
Longer times to fill and high turnover make things all the more frustrating for both the recruiters as well as the applicants.
But you can eliminate most of the hiring headache by fixing your recruiting process. You can start off by establishing a documented recruiting process and move on to consistently working toward attracting the right candidates, constructing suitable evaluation tests/interview questions and more. And here, in this article, we’ve just the right books on recruiting to help you do all this. Read on to discover the top twelve hiring books that will help you hire better and faster in 2018.
1. The Best Team Wins: Build Your Business Through Predictive Hiring – Adam Robinson
Adam Robinson is the CEO & Co-Founder of Hireology, host of The Best Team Wins Podcast, columnist for Inc., and top keynote speaker on recruiting & management. His book, The Best Team Wins: Build Your Business Through Predictive Hiring is a blueprint that will take you through each step of the recruiting process.
Robinson states that more than 90% of companies don’t have a structured hiring process. With his book, Robinson aims to help these companies design a robust and repeatable hiring process that “when followed, leads to higher quality hires, lower administrative costs, a lower cost-per-hire, and significantly reduced twelve-month turnover.”
In Robinson’s words: “I’ve written this book to share with you the processes, tricks, and tools that I’ve developed over the last twenty years to turn hiring from a liability into a source of sustainable competitive advantage for your business.”
A mini boot camp in hiring, The Best Team Wins: Build Your Business Through Predictive Hiring is an excellent read for you if you’re looking to implement a structured hiring process at your company and master its different steps like writing the perfect job profile, building a candidate scorecard, determining the right interview questions and tests, and crafting a winning job offer.
2. Hiring for Attitude – Mark Murphy
Mark Murphy is Founder of Leadership IQ, and a New York Times bestselling author. In his book, Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude he builds the case that bad hires are usually a result of the lack of the right attitudes of the hires – and not the absence of skills.
He states that attitudinal reasons amount to 89% of all bad hire instances. With this book, Murphy aims to enable businesses to evaluate the candidates for their attitudes (along with their skills), so they can drastically reduce the chances of a bad hire.
In Murphy’s words: “This book will teach you how to select the high performers that will fit and excel in your unique culture. It’s a big departure from the traditional, and generally failed, approached to hiring.”
If you’re looking for ways to design candidate evaluation tests that will filter out the attitudinal misfits and shortlist the ones guaranteed to thrive in your company’s culture, the Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude is a must-read for you.
3. Who – Geoff Smart, Randy Street
Geoff Smart and Randy Street are New York Times bestselling authors and lead ghSMART (a premier leadership advisory firm). Their book, Who, explains how hiring is more about the hire (or “Who”) rather than about the “What” (or the job).
Authors Geoff and Randy show how recruiters use “voodoo hiring” methods and end up with the wrong person for the job thereby costing their companies ”fifteen times the bad hire’s base salary in hard costs and productivity loss.” The book is all about fixing the “Who” issue.
In the authors’ words: “Who refers to the people you put in place to make the what decisions. Who is running your sales force? Who is assembling your product? Who is occupying the corner office? Who is where the magic begins, or where the problem starts.”
A seminal resource on hiring with insights from more than thirty CEOs of multi billion-dollar companies, Who, will show you how to break free from the common hiring bad practices, consistently attract high-quality candidates, ask the right questions to identify the right pick and much more. No matter where you’re in your recruiting career, grab a copy of this book.
Lou Adler is the CEO of The Adler Group (a top hiring consultancy empowering companies to excel at performance-based hiring). His book, Hire With Your Head: Using Performance-Based Hiring to Build Great Teams, will inspire you to discard your prejudices, biases, and gut feelings when conducting interviews and assessing candidates for jobs.
Author Lou Adler insists that recruiters must consider the candidate’s performance over their impulses during the hiring process.
In Adler’s words: “If a company wants to consistently hire superior people, it needs to implement a system that everyone uses that is designed to find and hire superior people. By default, most companies use a system that is designed to fill jobs.”
Hire With Your Head: Using Performance-Based Hiring to Build Great Teams gives a step-by-step, repeatable process for recruiting candidates who’ll be great hires. Right from writing compelling job descriptions and designing interviews/assessment tests using tactics like visualization and problem solving to identifying the fatal flaws right in the initial assessment stages, this guide has you covered.If you want to become that sharp recruiter who gets it right each time, then this is a highly recommended guide for you.
5. High Velocity Hiring: How to Hire Top Talent in an Instant – Scott Wintrip
Scott Wintrip is one of the world’s top 100 staffing influencers and the CEO of Wintrip Consulting Group (WCG). His book, High Velocity Hiring: How to Hire Top Talent in an Instant gives a 6-step “Talent Accelerator Process” that helps you get the best hires for all your needs quickly.
Author Scott Wintrip explains that companies today need to build a ready-to-access talent pool because recruiting processes have got long and winding.
In Wintrip’s words: “[To avoid bad hires, recruiters are employing] testing and technologies to measure skills, analyze personalities, and assess honesty and integrity. One or two rounds of interviews … have expanded into three, four, or even five rounds. As a result of these intensive and expanded efforts, filling one job can take weeks of months—all in an effort to get it right the first time.”
If you find yourself struggling with an abnormal “time to fill” your vacancies, High Velocity Hiring: How to Hire Top Talent in an Instant has the solution for you. It will help you make faster yet better hires and stop your faster-recruiting competitors from snagging all the best talents in your field.
6. Topgrading – Bradford D. Smart
Bradford D. Smart is a New York Times, Wall Street Journal, and USA Today best seller and the founder of Topgrading (a global consultancy helping companies in improving their hiring success). His book, Topgrading: The Proven Hiring and Promoting Method That Turbocharges Company Performance gives a 12-step recruiting process you can use to figure out any discrepancies in the information given by the candidates in resumes and interviews and eliminate most mis-hires in the early hiring stages.
Author Bradford D. Smart teaches techniques like “The Threat of Reference Check (TORC)” and “Topgrading Snapshot” that recruiters can use to determine the eligibility of candidates for specific roles.
In Smart’s words: “Topgrading solves the hiring problems of dishonesty, incomplete information, and lack of verifiability, problems that typically result in 75% mis-hires.”
If you’re looking for smarter ways to verify the applicants’ credentials and information, this book is packed with tips for you. In addition to screening tips, Topgrading: The Proven Hiring and Promoting Method That Turbocharges Company Performance also shows you how to evaluate your candidates and employees on fifty different competencies and divide them into A,B, and C-level players. With the right knowledge about the resource’s level, you can take more informed decisions on hiring and promoting.
7. High-Impact Interview Questions – Victoria A. Hoevermeyer
Victoria A. Hoevermeyer is a successful organizational and leadership development consultant. Her book, High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job gives recruiters 701 “competency-based behavioral interviewing methods” to extract true and useful information from the candidates.
Author Victoria A. Hoevemeyer asserts that because candidates are thoroughly prepared for the interviews, using typical interview questions won’t get you past the “rehearsed” replies, and you’ll fail to discover what your applicants are actually like.
In the author’s words: “CBBI [competency-based behavioral interviewing] is simply a structured interview process that focuses on gathering specific, job-related, real-world examples of behaviors the candidate has demonstrated on previous jobs. Because of its focus on competencies, CBBI minimizes the impact of personal impressions and biases that can occur during the interview, which result in subjective hiring decisions.”
If you find yourself struggling to choose interview questions that will highlight a candidate’s performance on a specific competency, then this questionnaire is for you. Just browse through the sample questions and pick the ones that will work best to get you the information you need for evaluating the candidate.
8. Hiring Geeks That Fit – Johanna Rothman
Johanna Rothman, known as the “Pragmatic Manager”, is an author, consultant, and speaker, and owns Rothman Consulting Group, Inc. Hiring Geeks That Fit gives you a simple recruitment strategy you can use to recruit resources who don’t just have the right skills but are also great fits for your company culture.
Author Johanna Rothman breaks down the hiring process into stages like preparation, sourcing, interviewing and making the offer, and estimates spending up to a day on each candidate.
In Rothman’s words: “Interviewing technical people is difficult because we must assess them on how they use their technical skills to benefit the product, how they manage their work, and how they manage their relationships with other people—in our context. It is not easy.”
Hiring Geeks That Fit gives you lots of resources like job analysis worksheets, job description and ad templates, telephone interview and reference check scripts and much more. If you’re looking for a simple and immediately implementable hiring process that helps you fill the vacancy quickly, Hiring Geeks That Fit is the book for you.
Note: It might appear like this book is geared toward making better technical hires, but its principles seamlessly apply to any role you’re trying to fill.
9. How to Hire A-Players– Eric Herrenkohl
Eric Herrenkohl is an Amazon bestselling author and the founder of Herrenkohl Consulting (a firm that helps companies build A-player teams). His book, How to Hire A-Players: Finding the Top People for Your Team- Even If You Don’t Have a Recruiting Department encourages recruiters to look for just the “A-players” when hiring for a role.
Author Eric Herrenkohl explains the difference an A-player makes to a company – and how you can source such talents.
In Herrenkohl’s words: “An A-player is an employee who creates superior results compared to the vast majority of other people who hold the same position in your industry.”
This handy hiring guide gives a 3-step process you can adopt to build a superior team. The three steps being
1) adopting an A-player mind-set
2) interviewing all the time
3) working on your company’s “farm team.
” If you’re looking to fill a few key roles that have the potential to take your company to the next level, pick this book.
10. Hiring Smart! – Pierre Mornell
Late Pierre Mornell was a psychiatrist who helped companies hire the best people. His book, Hiring Smart!: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game gives a mix of 45 effective recruiting strategies you can use to design your own hiring process.
Author Pierre Mornell lists in the book a bunch of pre-interviewing, interviewing, post-interviewing and other tactics that help recruiters observe the candidates and their actions/responses to a host of situations, thus giving the recruiters much more insight into the candidate’s overall suitability for the role.
In Mornell’s words: “Watching a person respond to five or even twenty challenges, you’re less likely to be dazzled by a single shining interview, or to be influenced by a strong first impression.”
11. Recruit Rockstars – Jeff Hyman
Jeff Hyman is an Amazon bestselling author, Executive Recruiter at Strong Suit, and a Professor at the Kellogg School of Management. His book, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business is another hiring guide that suggests you should only look for winners when filling your vacancies.
Author Jeff Hyman explains the costs of bad hires and says that about 90 percent of all business problems are hiring problems in disguise.
In Hyman’s words: “You can either spend time on the front end, carefully finding and recruiting Rockstars, or you can spend it on the back end in the form of micromanagement, inefficiencies, and ultimately, firings, in a cycle that keeps repeating itself until your haphazard process serendipitously lands a keeper.”
In addition to the high-level concept of hiring the best people, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business also goes into the nitty-gritty of getting the right number of interviews, choosing the right predictive questions, determining a culture fit and much more. If you’re looking for absolute winners, pick this guide.
12. Hiring Talent: Decoding Levels of Work in the Behavioral Interview – Tom Foster
Tom Foster helps companies in hiring the perfect candidates by using the levels of work theory and behavioral interviewing. His book, Hiring Talent: Decoding Levels of Work in the Behavioral Interview gives a solid step-by-step hiring process with a focus on the four key hiring stages including determining the level of work for a job and interviewing.
Author Tom Foster stresses on how many interviewers aren’t prepared for conducting interviews and how they can construct behavioral interview questions to better evaluate the candidate’s skills, capabilities, interests, passions and more.
In Foster’s words: “Most [hiring] managers are totally unprepared. They ask the wrong questions and allow stereotypes to get in the way. They end up making a decision within the first three minutes of the interview, based on misinterpretations and incomplete date.”
Hiring Talent: Decoding Levels of Work in the Behavioral Interview presents an effective hiring framework that can be easily fine-tuned for any role. If you’re looking to set up a winning hiring process for your company, get this book.
No time to read 12 books front to back?
No worries. Try listening to audiobooks for a change. I started with audiobooks last November and now I can’t stop listening. Make the most of your commute (or even cooking) time or when you just have a few spare minutes.
Not a fan of books at all? Try a recruiting podcast! We’ve done the research for you and listed the 12 best podcasts for 2018 here.
Happy reading (or listening)!