The Best Team Wins: Build Your Business Through Predictive Hiring Kindle Edition

Very solid and applicable information, just not that groundbreaking, aha moment. I loved the concepts and the information is rather basic if you have been in the game of hiring for some time. For a new person to the hiring practice, this is a great book. I had a few takeaways that make the investment of time and money worth reading.

Great book, awesome insights, good ideas a must read for recruiters or business owners looking to step up their talent acquisition and retention game

I really loved the content and knowledge you shared this is from where my library started to grow

Great book.

Great book

Excellent book! Tactical advice on how to screen, interview, hire and onboard new hires!Moving through automotive management roles throughout my career, the most training I ever received was the annual day-long meeting with the employment attorney covering legal issues and what NOT to say. This has been the most comprehensive program I have found to scout top talent.A must have for anyone with the privilege of hiring people!

This book was written by the CEO of Hireology, a company specifically founded to help companies hire better. As such it has helpful advice on several aspects of the hiring process.The book is broken into four sections:1) Define the role2) Source your applicants3) Select the right person4) Retain your bestI "read" it in a bit over two hours. I earmarked two sections... On performance reviews and interview questions. I plan to take some of his advice on these two sections, so I got my money's worth. Much of the rest was fluff.

Andrew Carnegie, at one time the richest man in America, said, “Take away my people, but leave my factories and soon grass will grow on the factory floors......Take away my factories, but leave my people and soon we will have a new and better factory.” He knew his wealth was directly attributable to having the right people working for him.Adam Robinson, author of The Best Team Wins, asks the question, “Would you rather spend time up front getting great people in the door, or more time managing the problems created by hiring the wrong people for your organization?”Any manager who has had to deal with a malcontented employee will be quick to point out that hiring the proper person is much preferred to the constant headache of dealing with a poor hire.According to Mr. Robinson, in our hyper competitive economy, having the right employees is the last competitive advantage a company has.The premise of the book is quite simple. “Hiring new employees is no different from any other business process. When the process is thought out, documented and meticulously followed, the results are consistent and produce actionable outcomes.”Mr. Robinson takes all the work out of figuring out and documenting the process. Based on his many years of experience, he provides a step by step process for finding the right candidates, creating a scorecard so all candidates are evaluated uniformly, making the right offer and keeping your good people.As you read the book you realize how simple and straightforward the process is. Instead of relying on gut feelings, you have a simple but powerful process to ensure you make the best hiring decision.There are specific scripts and examples of question that will fit most hiring situations. In addition, most of the concepts are documented with actual case studies that illustrate the concept in practice. There are examples of offer letters and other valuable tools that you can use. There is also a link to other resources on the website for the book.This is an extremely valuable tool for any one charged with hiring people. The process will work no matter the size of the organization. I would not try to hire any employee without some formal process. This one is easy to follow, well thought out and through. A handy tool for any manager wanting to make better hires.I was provided a review copy of this book.

Was expecting an approach which is a bit more cutting edge with such a title.Pretty "standard" approach . But would be interesting for a manager who has never done any hiring before.

En realidad,practicamente todo lo que dice son ideas de cajón,no por ello malas,que se podrían haber reducido a un post de un blog