Hiring Success audiobook cover - How Visionary CEOs Compete for the Best Talent

Hiring Success

How Visionary CEOs Compete for the Best Talent

Jerome Ternynck

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Categories:
Management & LeadershipCorporate Culture

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Hiring Success
The Modern Hiring Landscape+
Smart Hiring Metrics+
Marketing the Job+
Creative Sourcing & Pipelining+
Evaluating Candidates+
Closing the Deal+
Building the Hiring Team+
Embracing Diversity+
Actionable Advice+

Quiz — Test Your Understanding

Question 1 of 10
Why is hiring the right talent considered more difficult today than in the industrial era?
  • A. There is a lack of investment capital available for modern startups.
  • B. Jobs in the knowledge economy require highly specialized and specific skill sets.
  • C. Candidates are demanding significantly higher salaries than companies can afford.
  • D. Companies no longer utilize professional recruitment agencies.
Question 2 of 10
According to the text, why are traditional metrics like 'time to fill' and 'cost to fill' considered poor targets for recruitment success?
  • A. They are too difficult for HR departments to calculate accurately.
  • B. They fail to account for the necessary marketing budget.
  • C. They incentivize recruiters to cut corners instead of finding the best person.
  • D. They focus too heavily on a candidate's long-term growth potential.
Question 3 of 10
What is the primary purpose of calculating a Net Hiring Score (NHS)?
  • A. To measure whether the job applicants you attract are actually suited for the open position.
  • B. To determine the exact financial return on investment for a new employee.
  • C. To rank the efficiency and speed of individual recruiters on your team.
  • D. To assess the likelihood of a candidate accepting a job offer.
Question 4 of 10
When applying a marketing mindset to hiring, how should a company segment its job openings to determine the best recruitment strategy?
  • A. By salary range and department.
  • B. By the required education level and years of experience.
  • C. By geographic location and remote work flexibility.
  • D. By the job's impact on business success and the scarcity of the necessary skills.
Question 5 of 10
What is the primary goal of the recruitment strategy known as 'pipelining'?
  • A. To automate the onboarding paperwork for new hires.
  • B. To cultivate a pool of suitable, engaged applicants before announcing a specific opening.
  • C. To use social media algorithms to directly target competitors' employees.
  • D. To streamline the interview process into a single, comprehensive assessment.
Question 6 of 10
The story of Facebook initially rejecting the future founders of WhatsApp illustrates which key hiring principle?
  • A. Evaluate candidates based on what they will do and their attitude, not just past credentials.
  • B. Always conduct standardized personality tests to avoid subjective bias.
  • C. Never hire candidates who have previously attempted to build their own startups.
  • D. High-impact roles should only be filled through internal promotions.
Question 7 of 10
How does the author suggest an employer should view a candidate who attempts to negotiate a better contract after receiving a job offer?
  • A. As a sign of ingratitude that should result in withdrawing the offer.
  • B. As an indicator that the candidate will be difficult to manage.
  • C. As a positive trait showing the worker knows their value and strives for the best deal.
  • D. As proof that the company's initial offer was below market standards.
Question 8 of 10
According to the book, a robust hiring team should include human resources experts as well as professionals from which other field?
  • A. Finance
  • B. Marketing
  • C. Legal
  • D. Engineering
Question 9 of 10
How does Microsoft adapt its hiring process to accommodate neurodiverse candidates, such as those with autism?
  • A. By giving them extra time to complete standardized personality tests.
  • B. By allowing them to audition through working on actual projects instead of traditional interviews.
  • C. By conducting all interviews via text-based messaging platforms.
  • D. By hiring them exclusively for low-impact, low-scarcity roles.
Question 10 of 10
What is the author's final actionable advice regarding candidates who are 'pretty good' but not 'the best'?
  • A. Hire them on a probationary period to test their actual skills.
  • B. Offer them a lower salary until they prove their worth to the company.
  • C. Do not settle; keep searching to avoid the future costs of a bad hire.
  • D. Place them in the hiring pipeline for future, less demanding roles.

Hiring Success — Full Chapter Overview

Hiring Success Summary & Overview

Hiring Success (2020) is all about helping you find and retain the best people for your business. This no-nonsense guide explains the techniques necessary to contact, connect with, and onboard the right talent to meet your present and future goals.

Who Should Listen to Hiring Success?

  • CEOs aiming to build talented teams
  • HR pros looking to become HR superstars
  • Jobseekers wanting to understand the hiring process

About the Author: Jerome Ternynck

Jerome Ternynck is an entrepreneur, writer, and founder of SmartRecruiters – a leader in the world of global talent acquisition. He has more than 30 years’ experience helping businesses navigate the world’s labor market.

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