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Truth About Hiring the Best, The, 1st edition

  • Cathy Fyock

Published by FT Press (September 24th 2007) - Copyright © 2008

1st edition

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“Talent matters. No one denies this fact. But, there is often a gap between wanting and getting talent. Cathy Fyock’s 53 ‘Truths’ provide concrete, practical, and well-tested ideas to close the talent gap. The ideas are reasonable, grounded in research, and actionable. This is an excellent book for those who pay attention to hiring. The 53 Truths offer a roadmap for doing this important task more effectively.”

Dave Ulrich, Professor of Business, University of Michigan, Partner, The RBL Group


“You think you knew everything you needed to know about employment until you read the most recent, catchy FT Press ‘Truth’ book by staffing expert Cathy Fyock. In only 224 pages Fyock effectively uses 53 ‘Truths’ to challenge many of HR’s long-standing assumptions and practices related to recruitment and selection. With everyone wanting to ‘hire the best,’ this quick read has a high ROI.”

Michael R. Losey, SPHR, CAE, Former CEO, Society for Human Resource Management


“Cathy Fyock knows there is no ‘silver bullet’ when it comes to successful recruiting and hiring–and that passive tactics do not provide high quality results. She knows the truth: Today’s low unemployment rates combined with increasing retirements of Baby Boomers spell trouble for employers hoping to expand. Her fresh approach shows the reader that there are numerous opportunities to connect with great future employees, and she provides practical advice for tapping multiple sources simultaneously, as well as interviewing and making offers. If you want to hire the best, this book is your guide!”

Nancy S. Ahlrichs, SPHR, President, EOC Strategies, LLC


Great business results start with great talent. Get it–and keep it!


This book reveals 53 Proven Hiring Principles and bite-size, easy-to-use techniques that work.


• The truth about finding hidden sources of talent

• The truth about making great people want to work for you

• The truth about interviewing: asking the right questions


Getting the best people for your organization is not only difficult, but the strategies for getting the best often are not obvious. To get the best you first need to identify who the best are, then determine how to reach the best, and then decide on the best among the best you want to hire. In The Truth About Hiring the Best you will learn: it's not just a job to fill; it's your organization's future that you're creating; getting the best isn't just about asking the right questions, it's about listening for the right answers; and great people don't want to work for desperate employers. It's a war for talent, and you need to win.



Table of contents


                        Introduction  vii

Part I               The Truth About Identifying the Best

Truth1             There is no such thing as the ideal candidate  1

Truth 2             You are a seller in a buyer’s market  5

Truth 3             Catch the boomerangs  9

Truth 4             Rehire the retired  13

Truth 5             Job-hoppers could be show-stoppers  17

Truth 6             Seek refuge(e)  21

Part II              The Truth About Recruiting the Best

Truth7             It’s a war for talent  25

Truth 8             Maybe you don’t want “new blood”  29

Truth 9             Your actions speak louder than words  33

Truth 10           Targeting everybody attracts nobody  37

Truth 11           You are a talent scout  41

Truth 12           The Internet may not be the best place for recruiting  45

Truth 13           Use the enthused  49

Truth 14           It takes a village to hire one employee  53

Truth 15           Newspaper ads can be great when managed properly  57

Truth 16           Your invitation might be chasing applicants away  61

Part III             The Truth About Interviewing

Truth17           The candidate isn’t the only one who has to interview right  65

Truth 18           Ask what they will do, not what they can do  69

Truth 19           Charlie might be more than just a great mechanic  73

Truth 20           Passion–in fashion?  77

Truth 21           Good candidates might not talk to you  81

Truth 22           You’re not Sigmund Freud  85

Truth 23           Candidates and the truth–the whole truth  89

Truth 24           Don’t let the candidate’s resume drive the interview  93

Truth 25           Avoid the “hot seat”  97

Truth 26           You can oversell the job  101

Truth 27           There is such a thing as a bad question  105

Truth 28           You’re guilty until you prove you’re innocent  109

Truth 29           It’s impolite (and discriminatory) to ask about age  113

Truth 30           You wouldn’t ask him if he’s married–don’t ask her either  117

Truth 31           Kind curiosity can kill a career  121

Truth 32           Avoid questions about religious affiliations  125

Truth 33           Your mother was wrong; sometimes do be rude  129

Part IV             The Truth About the Selection Process

Truth34           Have a vacancy to fill? You’re already too late.  133

Truth 35           Warning: this resume may contain spin!  137

Truth 36           Your candidate may be a scam-didate  141

Truth 37           The resume says “yes,” but the body language says “no”  145

Truth 38           The receptionist test–better than salt?  149

Truth 39           Don’t send away candidates dressed for a day at the beach  153

Truth 40           You aren’t an elephant  157

Truth 41           Keep on selling to candidates  161

Part V              The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade

Truth 42           Invest in telephone screening to save time later  165

Truth 43           Face-to-face doesn’t have to be in-person  169

Truth 44           Too many cooks might improve the broth  173

Truth 45           Make haste slowly  177

Truth 46           You may want to hire candidates even when they get a bad reference  181

Truth 47           Beware the “Whizzinator”  185

Truth 48           Be real, even if scary  189

Truth 49           No crystal ball? Try employment testing.  193

Truth 50           Graphology: palm reading or valid tool?  197

Part VI             The Truth About Evaluating Candidates and Making the Offer

Truth 51           The last one you interview only seems like the winner  201

Truth 52           The one who offers salary information first is the loser  205

Truth 53           Don’t tell candidates why they weren’t selected  209

                        References  213

                        About the Author  215

                        Acknowledgments  215



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