By Pierre Mornell
Now in Paperback!People are the main worthwhile asset in today'¬?s fiercely aggressive place of work. In HIRING shrewdpermanent, now to be had in paperback for the 1st time, Dr. Mornell delineates forty five basic thoughts for "people reading"-observing a candidate'¬?s habit and predicting what they'¬?ll be like within the workplace-that nearly warrantly hiring the absolute best candidate for any task. An authoritative advisor to hiring task applicants from one of many world'¬?s best specialists in human source development.The hardcover version has been translated into 8 languages and has offered greater than 40,000 copies.
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Additional resources for 45 EFFECTIVE WAYS FOR HIRING SMART: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game
Curiosity is a valuable asset in an employee. It demonstrates a desire to gratify the mind with new discoveries, to learn about novel and extraordinary things. Curiosity augurs well for a candidate’s success, especially in entrepreneurial enterprises. And my office provides candidates the opportunity to show their curiosity. Interestingly, the candidate who knows that I am a psychiatrist beforehand is usually nervous. Nervousness, in turn, can lead to an invisible wall between us—call it shyness or fear—which can result in a reluctance to ask questions, at least in the initial hour of most interviews.
My office is a remodeled 1890s house in Mill Valley, California. In the front yard stands a hundred-year-old ponderosa pine. In the living room, which serves as my office, there are pictures of my wife riding a horse, our son at his college graduation, and our two daughters on Outward Bound rafting and backpacking trips. Adjacent is a small conference room with floor-to-ceiling bookshelves and several hundred books. Lining the walls are mementos from my travels in Africa, Asia, and the Middle East, along with large two-foot-byfour-foot photos of wilderness areas in Montana, Oregon, and California from my days as a founding director of a land conservancy.
Here’s an example. After interviewing a candidate, a client sent me the fellow’s resume. Coincidentally, the candidate was someone I had interviewed several years earlier for a company in Los Angeles. Scanning his resume, I noticed that he had buried his year-long employment with that company deep in a long list of independent consulting jobs. Unless a reference checker was extremely compulsive, there was no way to know that the candidate had falsified his resume…unless I said something, which I did.