Stop Interviewing, Start Partying: Why Hiring with Job Interviews Doesn’t Work and What To Do Instead By Deborah L. Reese Kindle Edition 9780996916301 Stop Interviewing, Start Partying: Why Hiring with Job Interviews Doesn’t Work and What To Do Instead I read this book from a couple perspectives and Ill comment on each separately. First, from the perspective of an operations manager. I was an operations manager for over seven years for two different law firms. Among my many responsibilities were hiring, firing, disciplinary action, performance reviews, training, and so on. The author specifically covers an improved methodology for hiring; however, the topic is far reaching than that. She explains how, when the hiring process is fine tuned and is designed to be a true success, those other responsibilities become easier and, in some cases, obsolete. Ive experienced the grueling process of reviewing awful applications, attempting to not be swayed by the best of the bunch and instead only call qualified persons in for an interview, interviewing and testing, interviewing and testing again, and despite all my efforts, hiring the wrong person anyway. We likely all know how expensive hiring and training can be so its really hard to let someone who isnt working go. After all, weve spent so much time, effort, and money on them! We end up with poor quality employees, thereby reducing morale, and next thing you know our productivity and profits are in the toilet. The author covers precisely how to overcome all of this and instead to prevent it from occurring in the first place. She covers how to effectively seek out candidates who are truly qualified and almost importantly, people who fit in within your work environment and culture. She also discusses how to build solid morale and a healthy work environment that all employees wish to belong to. Second, from the perspective of an employee who worked for the company from which the method originated. The hiring process that the author discusses is the precise hiring process I underwent at that very company. I was only 22 at the time, so I was inexperienced and immature. When I received an invitation to attend an applicant party in lieu of a traditional interview, I was intrigued to say the least. Whats is that I had no idea what I was getting myself into. The party I attended was as described in the book with few variations. I remember being pleasantly overwhelmed and excited. Id never experienced anything like it. Without giving away any spoilers, suffice it to say that it was both a humbling and learning experience. At the time, I definitely didnt understand how we were all being evaluated (the author discusses all this in detail). When I left that night, I remember being elated and was extremely hopeful for the opportunity to work for such an amazing company. Given I didnt know how we were being evaluated, I had no idea how I did. I was so happy to receive a call inviting me to round two: the applicant testing. This round was extremely intimidating for me. It was highly technical, and my experience up to this point was pretty limited to basic use in Word and Excel. I had no idea what I was doing. Despite being outgoing, I was not in my element, had no idea what I was talking about, and had never spoken up in front of people before. I was certain that I had totally blown it. It was clear to me I didnt have any of the skills required to do the job. As should be obvious at this point, I not so magically passed round two and was hired in my interview. Why was I hired even though I didnt have the tested skills? She explains exactly why in the book. As an employee who experienced this hiring process, I can state that everything the author said is true. We each had a say in who was hired and it contributed immensely to the success of our team and company. I recall an incident wherein those on our team felt wishy washy about an applicant but we did not express as much to our team leader because she really liked him. Long story short it ended horribly. He didnt do well on the job, didnt fit in on our team, and the firing process was grueling and difficult for all of us. Thanks to this process, each one of us was educated not only on the importance of speaking up, but also the value that each of us brought to the team. This industry didnt fuel my passion, so I left the company long ago, yet it will always be a part of my life. We all became a family and no matter where we all work or live today, we remain in continual contact with one another. This book will provide tremendous value to anyone who is starting up their own business or whos in a position to revamp a companys entire hiring process.
Stop interviewing start partying ebook review
I read this book from a couple perspectives and I ll comment on each separately First from the perspective of an operations manager I was an operations manager for over seven years for two different law firms Among my many responsibilities were hiring firing disciplinary action performance reviews training and so on The author specifically covers an improved methodology for hiring however the topic is far reaching than that She explains how when the hiring process is fine tuned and is designed to be a true success those other responsibilities become easier and in some cases obsolete I ve experienced the grueling process of reviewing awful applications attempting to not be swayed by the best of the bunch and instead only call qualified persons in for an interview interviewing and testing interviewing and testing again and despite all my efforts hiring the wrong person anyway We likely all know how expensive hiring and training can be so it s really hard to let someone who isn t working go After all we ve spent so much time effort and money on them We end up with poor quality employees thereby reducing morale and next thing you know our productivity and profits are in the toilet The author covers precisely how to overcome all of this and instead to prevent it from occurring in the first place She covers how to effectively seek out candidates who are truly qualified and almost importantly people who fit in within your work environment and culture She also discusses how to build solid morale and a healthy work environment that all employees wish to belong to Second from the perspective of an employee who worked for the company from which the method originated The hiring process that the author discusses is the precise hiring process I underwent at that very company I was only 22 at the time so I was inexperienced and immature When I received an invitation to attend an applicant party in lieu of a traditional interview I was intrigued to say the least What s is that I had no idea what I was getting myself into The party I attended was as described in the book with few variations I remember being pleasantly overwhelmed and excited I d never experienced anything like it Without giving away any spoilers suffice it to say that it was both a humbling and learning experience At the time I definitely didn t understand how we were all being evaluated the author discusses all this in detail When I left that night I remember being elated and was extremely hopeful for the opportunity to work for such an amazing company Given I didn t know how we were being evaluated I had no idea how I did I was so happy to receive a call inviting me to round two the applicant testing This round was extremely intimidating for me It was highly technical and my experience up to this point was pretty limited to basic use in Word and Excel I had no idea what I was doing Despite being outgoing I was not in my element had no idea what I was talking about and had never spoken up in front of people before I was certain that I had totally blown it It was clear to me I didn t have any of the skills required to do the job As should be obvious at this point I not so magically passed round two and was hired in my interview Why was I hired even though I didn t have the tested skills She explains exactly why in the book As an employee who experienced this hiring process I can state that everything the author said is true We each had a say in who was hired and it contributed immensely to the success of our team and company I recall an incident wherein those on our team felt wishy washy about an applicant but we did not express as much to our team leader because she really liked him Long story short it ended horribly He didn t do well on the job didn t fit in on our team and the firing process was grueling and difficult for all of us Thanks to this process each one of us was educated not only on the importance of speaking up but also the value that each of us brought to the team This industry didn t fuel my passion so I left the company long ago yet it will always be a part of my life We all became a family and no matter where we all work or live today we remain in continual contact with one another This book will provide tremendous value to anyone who is starting up their own business or who s in a position to revamp a company s entire hiring process Stop Interviewing Start Partying Why Hiring with Job Interviews Doesn t Work and What To Do Instead
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