Find (and Keep) Top Talent for Your Business (Collection)

A brand new collection of state-of-the-art talent management techniques   Breakthrough talent management techniques! 5 authoritative books bring together the state-of-the-art in finding, growing, and keeping world-class people!   Talent is everything — and finding, growing, and keeping the best talent has never been more difficult. This 5-book collection brings together powerful new insights, techniques, practices, and skills for improving the way you manage talent in any organization, industry, or environment… including the talent that matters most. (Yours!) In 17 Rules Successful Companies Use to Attract and Keep Top Talent, renowned workforce expert David Russo identifies exactly what great organizations do differently when it comes to managing their people. He distills these differences into 17 rules for everything from resourcing and compensation to leadership development, risk-taking to change management. Next, he shows how to apply these rules in your organization, whether you’re large or small, high-tech or low-tech, for-profit or non-profit. Then, in Talent Force, Rusty Rueff and Hank Springer help you systematically get the right talent into the right place at the right time. You’ll learn how to develop and implement a world-class talent plan that aligns with business objectives, and identify metrics for tracking and optimizing progress. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife — and learn how to use these technologies yourself to grow the world’s best Talent Force. In The Truth About Hiring the Best, Cathy Fyock reveals 53 proven hiring principles for identifying, reaching, and recruiting the very best. Fyock helps you find hidden talent sources… make great people want to work with you… choose amongst the great new people you’ve found, while building great relationships with strong candidates you don’t hire. Next, in The Truth About Getting the Best From People, Second Edition, Martha Finney 60+ proven principles for achieving unprecedented levels of employee engagement. This new edition features more than 15 new truths including: managing virtual teams, building persuasive skills, tuning into your own unconscious biases, managing multiple generations, and identifying and cultivating individual high performers. Not feeling empowered enough to do all this? Vince Thompson’s Ignited! reveals gathering forces that are re-empowering you right now. Thompson outlines realistic steps for leveraging networks and resources to transform your own visions into reality, and accomplishing powerful goals only you can achieve. He offers new tools for leading “from the middle”… expanding your influence and overcoming traps… connecting your passions with business goals… mastering all your new roles: linkmaker, process master, pilot, healer, bard, scout, and translator!   From world-renowned talent management experts Vince Thompson, David Russo, Rusty Rueff, Hank Stringer, Cathy Fyock, and Martha I. Finney  

Table of Contents:
Ignited: Managers! Light Up Your Company and Career for More Power More Purpose and More Success INTRODUCTION: LIVING IN QUAKE COUNTRY 1 BASE CAMP: THE IGNITED QUIZ 13 Part I GET MORE POWER 1 ACTION WITH TRACTION 19 2 THE MANAGER’S UNIVERSE 39 3 LEADERSHIP IN LIMITED SPACE 57 4 MANAGING YOUR EMOTIONS 79 5 THE DEADLY LACK OF EMPOWERMENT TRAP 97 Part II GET MORE PURPOSE 6 IGNITION POINT 1: THE PROCESS 117 7 IGNITION POINT 2: THE PEOPLE 137 8 IGNITION POINT 3: THE MESSAGE 153 9 IGNITION POINT 4: THE LANDSCAPE 167 10 IGNITION POINT 5: THE STRATEGY 187 11 IGNITON POINT 6: THE STORY 207 12 IGNITION POINT 7: THE SPIRIT 227 Part III GET MORE SUCCESS 13 SELLING FROM THE FULCRUM 247 14 YOUR OWN SENSE OF BALANCE 271 INDEX 281   17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage Introduction 1 Rule #1: Understand Why Employees Come and Why They Stay 9 Rule #2: Play “Win-Win” with Your Employees (and Allow Them to Be All They Can Be for Self and Company) 21 Rule #3: Cultivate Leadership, Not Management, and Know the Difference! 33 Rule #4: Provide Ample and Appropriate Resources 41 Rule #5: Demand Contribution; Be Worthy of Receiving It 49 Rule #6: Applaud Effort; Reward Contribution 61 Rule #7: Cheerlead; The “Magic” of M&Ms 71 Rule #8: Build a Workplace on a Foundation of Respect 81 Rule #9: Cultivate the Risk-Trust Dynamic 91 Rule #10: Make Room for Fun in the Workplace (Nurture Lightheartedness/Levity) 101 Rule #11: Create Opportunities for Employee “Alignment” with Vision, Values, and Mission 109 Rule #12: Understand Human Capital 119 Rule #13: Treat Employees as “Volunteers” 129 Rule #14: Know Your Culture 139 Rule #15: Understand the Nature of Change and Prepare Your Employees to Embrace It 153 Rule #16: Cultivate Organizational Ethics; Demand and Reward Ethical Behavior 165 Rule #17: The Last and Overarching Rule: Tell the Truth! (and a Few Action Items to Grow On) 177 Index 189   Talent Force: A New Manifesto for the Human Side of Business Foreword xi Acknowledgments xiii About the Authors xv Preface xvii Introduction xix Chapter 1: The Quality Talent Imperative 1 Chapter 2: Talent Market Demands 11 Chapter 3: Building a Competitive Talent Organization 35 Chapter 4: The Cultural Obsession of Work 59 Chapter 5: Building a Talent Community 77 Chapter 6: Tangible Talent Measurement 93 Chapter 7: Talent Goes on Offense 115 Chapter 8: Relationship Recruiting (Still) Rules 133 Chapter 9: Talent Forces of Tomorrow 151 Index 163   The Truth About Hiring the Best Introduction vii Part I The Truth About Identifying the Best Truth1 There is no such thing as the ideal candidate 1 Truth 2 You are a seller in a buyer’s market 5 Truth 3 Catch the boomerangs 9 Truth 4 Rehire the retired 13 Truth 5 Job-hoppers could be show-stoppers 17 Truth 6 Seek refuge(e) 21 Part II The Truth About Recruiting the Best Truth7 It’s a war for talent 25 Truth 8 Maybe you don’t want “new blood” 29 Truth 9 Your actions speak louder than words 33 Truth 10 Targeting everybody attracts nobody 37 Truth 11 You are a talent scout 41 Truth 12 The Internet may not be the best place for recruiting 45 Truth 13 Use the enthused 49 Truth 14 It takes a village to hire one employee 53 Truth 15 Newspaper ads can be great when managed properly 57 Truth 16 Your invitation might be chasing applicants away 61 Part III The Truth About Interviewing Truth17 The candidate isn’t the only one who has to interview right 65 Truth 18 Ask what they will do, not what they can do 69 Truth 19 Charlie might be more than just a great mechanic 73 Truth 20 Passion–in fashion? 77 Truth 21 Good candidates might not talk to you 81 Truth 22 You’re not Sigmund Freud 85 Truth 23 Candidates and the truth–the whole truth 89 Truth 24 Don’t let the candidate’s resume drive the interview 93 Truth 25 Avoid the “hot seat” 97 Truth 26 You can oversell the job 101 Truth 27 There is such a thing as a bad question 105 Truth 28 You’re guilty until you prove you’re innocent 109 Truth 29 It’s impolite (and discriminatory) to ask about age 113 Truth 30 You wouldn’t ask him if he’s married–don’t ask her either 117 Truth 31 Kind curiosity can kill a career 121 Truth 32 Avoid questions about religious affiliations 125 Truth 33 Your mother was wrong; sometimes do be rude 129 Part IV The Truth About the Selection Process Truth34 Have a vacancy to fill? You’re already too late. 133 Truth 35 Warning: this resume may contain spin! 137 Truth 36 Your candidate may be a scam-didate 141 Truth 37 The resume says “yes,” but the body language says “no” 145 Truth 38 The receptionist test–better than salt? 149 Truth 39 Don’t send away candidates dressed for a day at the beach 153 Truth 40 You aren’t an elephant 157 Truth 41 Keep on selling to candidates 161 Part V The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade Truth 42 Invest in telephone screening to save time later 165 Truth 43 Face-to-face doesn’t have to be in-person 169 Truth 44 Too many cooks might improve the broth 173 Truth 45 Make haste slowly 177 Truth 46 You may want to hire candidates even when they get a bad reference 181 Truth 47 Beware the “Whizzinator” 185 Truth 48 Be real, even if scary 189 Truth 49 No crystal ball? Try employment testing. 193 Truth 50 Graphology: palm reading or valid tool? 197 Part VI The Truth About Evaluating Candidates and Making the Offer Truth 51 The last one you interview only seems like the winner 201 Truth 52 The one who offers salary information first is the loser 205 Truth 53 Don’t tell candidates why they weren’t selected 209 References 213 About the Author 215 Acknowledgments 215   The Truth About Getting the Best from People, 2/e Introduction xi PART I The Truth About Employee Engagement Truth 1 You don’t need the carrot or the stick 1 Truth 2 You have direct influence over your employees’ passion quotient 4 Truth 3 You get the best by giving the best 8 Truth 4 It’s not money that motivates 11 Truth 5 Employment engagement isn’t for sissies 15 Truth 6 Real engagement gains happen after survey scores come in 19 PART II The Truth About Yourself Truth 7 Your behaviors are your brand 23 Truth 8 You can’t give what you don’t have 26 Truth 9 “Best” doesn’t mean the same thing to everyone 30 Truth 10 Think you’re a great leader? Think again 34 Truth 11 You could be your own worst employee 38 Truth 12 Visionary or beat cop? Your choice 41 Truth 13 Your health may be compromising your leadership effectiveness 44 Truth 14 You don’t have to be perfect 48 Truth 15 Your career can recover from an engagement hit 52 PART III The Truth About Engaged Cultures Truth 16 Employee happiness is serious business 55 Truth 17 Great leaders make their people cry 58 Truth 18 Better questions lead to better answers 61 Truth 19 Individual passion builds a passion-fueled customer service culture 65 Truth 20 Authentic is better than clever 69 Truth 21 Retention begins with hello 72 Truth 22 The bad will do you good 75 Truth 23 Your biggest complainer may be your best supporter 78 Truth 24 You can sell an unpopular decision 82 Truth 25 Flex is best 85 Truth 26 Nobody cares if you don’t mean to be mean 89 Truth 27 Controlling your temper is a labor-saving device 93 Truth 28 There is no “but” in “I’m sorry” 97 PART IV The Truth About Motivation Truth 29 Engagement happens one person at a time 101 Truth 30 If you’re a manager, you’re a career coach 104 Truth 31 The candidates you’re seeking may not be the ones you need 107 Truth 32 Ask for cheese—you might get the moon 111 Truth 33 You lead better when you get off your pedestal 114 Truth 34 Trust is your strongest persuasion tool 118 Truth 35 If they aren’t buying it, they aren’t doing it 121 Truth 36 Overselling an opportunity can cost you precious talent 124 Truth 37 Focusing on what’s right can help solve what’s wrong 128 Truth 38 High performers are motivated by a piece of the action 131 Truth 39 All the generations want the same thing 135 PART V The Truth About Performance Truth 40 Compassion promotes performance 139 Truth 41 A hot star can brighten your whole team 142 Truth 42 B players are your A team 146 Truth 43 High performers have enough coffee mugs 149 Truth 44 Discipline deepens engagement 152 Truth 45 You don’t have to inherit the problem employees 155 Truth 46 Performance appraisals are really about you 159 Truth 47 New hires can inspire current employees 162 Truth 48 Terminations are an engagement tool 165 PART VI The Truth About Creativity Truth 49 Innovation begins with y-e-s 169 Truth 50 Everyone can be creative 172 Truth 51 You stand between inspiration and implementation 176 Truth 52 Failures promote progress 179 Truth 53 People don’t quit their bosses, they quit their colleagues 182 Truth 54 Extreme pressure kills inspired performance 186 Truth 55 Creativity is a balancing act 189 PART VII The Truth About Communication Truth 56 Open questions ignite inspiring answers 193 Truth 57 Serving your employees means managing your boss 196 Truth 58 Bad news is good news 200 Truth 59 Trivial conversations are essential 203 Truth 60 The way you listen speaks volumes 206 Truth 61 Crap happens 210 Truth 62 Engaged employees need to know more 213 PART VIII The Truth About Teams Truth 63 Absence makes the employee happier 217 Truth 64 Your team has untapped talent 221 Truth 65 People need to fight their own battles 224 Truth 66 Games don’t build teams 228 Truth 67 Answers build teams 231 Truth 68 Your team can lead you to greatness 234 Truth 69 You’re still the boss 237 References 240 About the Author 242  

About the Author :
David Russo is Principal and CEO of Eno River Associates, Inc., a consulting practice which helps executives build high performing organizations by developing win-win workforce relationships. His clients have included American Express, Johnson & Johnson, American Eagle Outfitters, and the CIA. Rusty Rueff joined SNOCAP as CEO in 2005 after serving as Executive VP of Human Resources for Electronic Arts (EA). Hank Stringer has over 20 years of experience as a successful high-tech industry recruiter, entrepreneur, and innovator in the use of IT for hiring. He is now CEO of Q Talent Partners, an executive search services and consulting firm. Cathy Fyock, CSP, SPHR, consults with organizations to attract top talent, reduce turnover, and improve productivity in volatile labor markets. She has presented 200+ national seminars for SHRM, and is author of The Hiring Source Book. Martha I. Finney is a writer and consultant who helps clients unleash the transformative power of engaged employees. She is author or co-author of more than 13 books, including HR From the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business, with Libby Sartain. Vince Thompson, principal at Middleshift Consulting, works with Internet companies to design world-class online marketing solutions and build sales organizations.