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

specifying the job

developing a pool of candidates

assessing the candidates

closing the deal

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

first step: establishing a sound recruitment process

organization

review high-level leadership requirements

recognize firm's existing top-X pool is probably inadequate

develop a plan

our research

two studies

interviews with 50 CEOs

survey of executive

search consultants

job-based competencies

team-based competencies

firm-based competencies

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

right interviewers

right numbers of interviewers

right techniques

right organizational support

organization's commitment

the job

the boss

compensation