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Title: Hiring Smart: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game by Pierre, Dr. Mornell, Kit Hinrichs, Regan Dunnick ISBN: 1-58008-514-8 Publisher: Ten Speed Press Pub. Date: 01 September, 2003 Format: Paperback Volumes: 1 List Price(USD): $19.95

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Average Customer Rating: 4.23 (22 reviews)

Rating: 2
Summary: 45 Tips and Tricks, but no method
Comment: I recommend Del Still's High Impact Hiring. It presents a method for behavior-based interviewing and candidate assessment. Dr. Mornell's book emphasizes a series of techniques and situations where you basically infer a candidate's suitability by your own interpretation. Certainly not based on fact. Behavior-based interviewing is based on asking and querying a candidate's past performance and description of how she did her job, and drilling down to gather facts and data, rather than infering qualities about the candidate based on responses to tests. In any case, every author of these books starts by describing the high cost of a hiring mistake. But that doesn't mean that what necessarily follows will prevent you from making a mistake. A book like this is entertaining and full of anecdotes, but does not provide a well-thought of method for avoiding mistakes.

Rating: 5
Summary: Simply a "Must-Read" Tool for Employeers
Comment: Hiring Smart is an exceptional "must-read" tool for any hiring manager... and anyone looking for a job. In today's world when hiring poorly can lead to expensive mistakes, it is more important now than ever to get the "right" person in an organization.

Hiring Smart is simply one of the best tools around for hiring employees. It is original and excellent - I cannot recommend it enough.

Rating: 3
Summary: Interesting Reading but don't believe everything
Comment: The thing I like about the book is that it mentions several unconventional techniques. Unconventional techniques work better than conventional techniques since the candidate does not have a packaged response. My experience in interviewing and hiring scores of candidates is that conventional questions like 'What are your weaknesses?' usually tell you very little except good interview preparation.

The thing I disliked was that most of the methods employed do not appear to have been validated for a large enough sample. Rather the author seems to mention some anecdotes and use them as proofs. If I have some method that sounds good and works most of the time but that 'most' is only 55% it's reckless to use that method because it's little better than a crapshoot. It can eliminate lots of excellent candidates. However if 'most' is 95% of the time then that method is clearly very sound.

As a hiring manager I have myself developed all kinds of unconventional techniques but I have statistically validated them by using a large enough sample.

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