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definitive guide to recruiting (compendium (assessing the candidates…
definitive guide to recruiting
Focus: recruiting
at the top three levels of organizations
C-level executives
direct reports
layer below that-"top-X group"
distinct advantage
hiring gets a failing grade
hiring situations as emergencies
the numbers of years of relevant work experience to be one of the top reasons
assessment practices
hiring good people is a key source of competitive advantage
compendium
anticipating the need for new hires
first step: establishing a sound recruitment process
recognize firm's existing top-X pool is probably inadequate
organization
review high-level leadership requirements
develop a plan
our research
two studies
interviews with 50 CEOs
survey of executive
search consultants
specifying the job
job-based competencies
team-based competencies
firm-based competencies
developing a pool of candidates
the most effective strategy for sourcing is to think not only about candidates themselves but also about people who may know the best ones
network-sourcing strategy
assessing the candidates
right interviewers
right numbers of interviewers
right techniques
right organizational support
closing the deal
organization's commitment
the job
the boss
compensation
integrating the newcomer
reviewing the effectiveness of the hiring process
the most effective way to hire top-level managers
a combination of our own and established research about the relationship between recruiting and long-term corporate performance