Many leaders and managers wonder why their staff or teams are rarely ever able to improve their performance. They wonder why their performance is stuck at an average level – or below average. They wonder if there are any good employees available anywhere. They complain that they can’t find good people. Is this you? Are you that leader or manager who questions the effort of his or her own people? If so, then you should know that your problem is rooted in your hiring process. This book is for you. This book is also for job candidates who would like a sneak peek at the interview process to see what it might be like when they apply for a job in today’s marketplace. This book will help you to prepare for the screening process and the interview.
Win the war for talent by building an army of ready-to-deploy candidates An employee leaves and you post the open position. Resumes trickle in. You interview a few candidates. No one fits the bill. The next thing you know, three months have passed and that desk is still empty . . . Nothing drives business success like a staff of talented, productive employees. So why accept a hiring process that fails you time and time again? Well, there’s one person who doesn’t: Scott Wintrip. And in High-Velocity Hiring, he provides the tools and systems for creating a hiring process designed for today’s fast-paced, talent-deficient landscape. Using the proven methods Wintrip has applied at some of today’s more forward-thinking companies, you’ll hire top employees faster—and smarter. High-Velocity Hiring replaces the old, worn-out way of hiring with the simple but revolutionary approach of actively cultivating top talent before positions open. The old way is slow and inefficient. Wintrip’s way is dynamic and proven-effective. You’ll enrich and maintain a flow of high-quality candidates, harness this flow by identifying the most talented people, and channel it into a pool of ready-to-hire prospective employees. More than ever, hiring the best people requires foresight, planning, alertness, and decisive action. With High-Velocity Hiring, you have everything you need to seize the high-ground in the war for talent and maintain it for long-term growth and profitability.
Is management a profession? Should it be? Can it be? This major work of social and intellectual history reveals how such questions have driven business education and shaped American management and society for more than a century. The book is also a call for reform. Rakesh Khurana shows that university-based business schools were founded to train a professional class of managers in the mold of doctors and lawyers but have effectively retreated from that goal, leaving a gaping moral hole at the center of business education and perhaps in management itself. Khurana begins in the late nineteenth century, when members of an emerging managerial elite, seeking social status to match the wealth and power they had accrued, began working with major universities to establish graduate business education programs paralleling those for medicine and law. Constituting business as a profession, however, required codifying the knowledge relevant for practitioners and developing enforceable standards of conduct. Khurana, drawing on a rich set of archival material from business schools, foundations, and academic associations, traces how business educators confronted these challenges with varying strategies during the Progressive era and the Depression, the postwar boom years, and recent decades of freewheeling capitalism. Today, Khurana argues, business schools have largely capitulated in the battle for professionalism and have become merely purveyors of a product, the MBA, with students treated as consumers. Professional and moral ideals that once animated and inspired business schools have been conquered by a perspective that managers are merely agents of shareholders, beholden only to the cause of share profits. According to Khurana, we should not thus be surprised at the rise of corporate malfeasance. The time has come, he concludes, to rejuvenate intellectually and morally the training of our future business leaders.
High Growth Handbook is the playbook for growing your startup into a global brand. Global technology executive, serial entrepreneur, and angel investor Elad Gil has worked with high-growth tech companies including Airbnb, Twitter, Google, Stripe, and Square as they’ve grown from small companies into global enterprises. Across all of these breakout companies, Gil has identified a set of common patterns and created an accessible playbook for scaling high-growth startups, which he has now codified in High Growth Handbook. In this definitive guide, Gil covers key topics, including: · The role of the CEO · Managing a board · Recruiting and overseeing an executive team · Mergers and acquisitions · Initial public offerings · Late-stage funding. Informed by interviews with some of the biggest names in Silicon Valley, including Reid Hoffman (LinkedIn), Marc Andreessen (Andreessen Horowitz), and Aaron Levie (Box), High Growth Handbook presents crystal-clear guidance for navigating the most complex challenges that confront leaders and operators in high-growth startups.
In this instant New York Times Bestseller, Geoff Smart and Randy Street provide a simple, practical, and effective solution to what The Economist calls “the single biggest problem in business today”: unsuccessful hiring. The average hiring mistake costs a company $1.5 million or more a year and countless wasted hours. This statistic becomes even more startling when you consider that the typical hiring success rate of managers is only 50 percent. The silver lining is that “who” problems are easily preventable. Based on more than 1,300 hours of interviews with more than 20 billionaires and 300 CEOs, Who presents Smart and Street’s A Method for Hiring. Refined through the largest research study of its kind ever undertaken, the A Method stresses fundamental elements that anyone can implement–and it has a 90 percent success rate. Whether you’re a member of a board of directors looking for a new CEO, the owner of a small business searching for the right people to make your company grow, or a parent in need of a new babysitter, it’s all about Who. Inside you’ll learn how to • avoid common “voodoo hiring” methods • define the outcomes you seek • generate a flow of A Players to your team–by implementing the #1 tactic used by successful businesspeople • ask the right interview questions to dramatically improve your ability to quickly distinguish an A Player from a B or C candidate • attract the person you want to hire, by emphasizing the points the candidate cares about most In business, you are who you hire. In Who, Geoff Smart and Randy Street offer simple, easy-to-follow steps that will put the right people in place for optimal success.
This dissertation focuses on the consequences of labor market policies, environmental cap-and-trade policies, and monetary policy. These three types of economic policies are admittedly very distinct, but they are tied together by the type of analysis I employ to study these policies. For each, I develop a specific general equilibrium model aimed at highlighting the policy in question and use cutting-edge computational methods to numerically solve the model across an array of potential policies. In the first chapter, The Distributional Effects of Labor Adjustment Cost Policies, I introduce a general equilibrium model with heterogeneous plants and labor adjustment costs to explore both the aggregate and distributional effects of labor adjustment costs. I use the model to analyze the effects of policies that would repeal all or half of state-mandated firing costs in European countries. The model predicts that a full repeal of state-mandated firing costs in the average European country would increase aggregate labor productivity by 0.7%-6.2% while increasing the rate of job turnover by 65%-420%. In the second chapter, Emissions Allowance Allocation in Cap-and-Trade Policies, I present a version of "Impacts of Alternative Emissions Allowance Allocation Methods Under a Federal Cap-and-Trade Program", co-written with Lawrence H. Goulder and Michael Dworsky, published in the Journal of Environmental Economics and Management, Volume 60, Issue 3, November 2010, pages 161-181. To examine the implications of alternative allowance allocation designs for industry profits and GDP under a federal cap-and-trade program to reduce greenhouse gas emissions, we employ a general equilibrium model of the U.S. economy with a unique treatment of capital dynamics that permits close attention to profit impacts. Effects on profits depend critically on the relative reliance on auctioning or free allocation of allowances. Freely allocating fewer than 15\% of the emissions allowances generally suffices to prevent profit losses in the most vulnerable U.S. industries. Freely allocating all of the allowances substantially overcompensates these industries. When emissions allowances are auctioned and the proceeds are employed to finance cuts in income tax rates, GDP costs are about 33 percent lower than when all the allowances are freely allocated. The results are robust to policies differing in stringency, the availability of offsets, and the opportunities for intertemporal trading of allowances. In the final chapter, I present \textit{Interbank Lending and Monetary Policy in a DSGE Model}, which was written with Josephine Smith. We build a DSGE model with heterogeneous banks and interbank lending to explore how monetary policy should respond to shocks in the interbank lending market. To do this, we build upon the Bernanke, Gertler, and Gilchrist \citeyear{bgg1999} model of the financial accelerator by introducing a monopolistically competitive banking sector. The model is the first of its kind to include a monopolistically competitive banking sector, heterogeneous banks, and an interbank lending market. We find that the heterogeneous monopolistically competitive banking sector mitigates macroeconomic variance in the model relative to a perfectly competitive banking sector. Multiple banks that imperfectly compete with each other can help absorb shocks better than a single representative bank and mitigate the financial accelerator effect. We also find that financial supply side shocks, as measured by shocks to the productivity of bank loan production, have a much greater effect on the real economy than the demand-side financial shocks. In addition, we find that shocks to the ex-ante most productive banks have a larger effect on the real economy than shocks to the ex-ante least productive banks because the banks with high productivity (ex-ante) have a larger share of the financial market. Analyzing the effect of shocks to interbank lending rates (relative to the central bank policy rate), we find large macroeconomic effects of such policies. Finally, we find that a monetary policy interest rate rule that incorporates the financial sector can actually dampen the effects of traditional non-financial shocks such as productivity, government spending, and monetary policy shocks and leads to a significant decrease in business-cycle volatility.
What are the four nonnegotiable, nonteachable qualities that you must hire? Can you be sure, really sure, that the person you are about to hire is the one? We've all experienced that feeling of buyer's remorse when what we thought we "needed" isn't as fabulous as we thought it would be. Many managers have a similar feeling, "hire's remorse," after they extend an offer to a prospective employee and get that small but unmistakable twinge in the gut. Hiring for a new position doesn't have to be this way. Hire on a WHIM breaks down the essentials, not of whom to hire, but what to hire. What makes these four qualities essential is that no matter how great a manager you are, these are attributes you can't teach. As one expert put it, "These essentials are part of a candidate's DNA; they either have them, or they don't." So, before you make that job offer, be sure your future employee has what it takes to be hired on a WHIM. "Managers, at every level must hire the right qualities in order to field the best team. WHIM will help managers succeed in this area." Ed Breen, CEO, TYCO "With over twenty-two years of management experience at the district, regional and national level, I have been directly involved with recruiting and hiring of hundreds candidates. The successful hires all come down to the four key facets Garrett addresses." Russ Gasdia, VP of Sales and Marketing, Purdue Pharmaceuticals "Very simple, yet WHIM can have a profound positive effect on your hiring decisions. Garrett's approach addresses the non-teachable and non-negotiable personality traits that are essential for making great hires." Larry Smith, VP of Global Supply Chain, Becton Dickinson "If you want to be an amazing recruiter then read WHIM. Garrett and Dr. Thrasher's ideas are so clear, concise and easy to understand. No matter what success I'm having as a recruiter, this book will make me better." Chuck Sutton, Head of Recruiting, E&J Gallo and Sons
The quality of your written English is your passport to both academic and career success. Whether you’re a native speaker or learning English as a second language, it’s very easy to get confused and make mistakes. This book is your essential guide to mastering the subtleties and becoming an expert communicator. Divided into three sections, 'The Right Word' first examines homophones, those tricky words that sound the same but are spelled differently. Entries are organised alphabetically, with meanings and examples (including colloquial ones) being given to facilitate correct use. The book then looks at words that often confuse — childish vs. childlike, incredible vs. incredulous, for example — before providing a list of the most commonly misspelled words. Keep this book by your desk as a ready reference providing instant access to superb English!
Making no assumption of your prior knowledge, Economics introduces the basics of economics as they relate to the built environment. Looking at the principles of microeconomics (markets, price mechanisms, resource allocation, theory of the firm, etc.), these principles are put into the context of construction firms and property markets. Lively, real-life case studies are built into the text to provide concrete examples of the theories being explained and macroeconomics are also covered. Key features of this easy-to-use book include: clear chapter structure tutorial questions linking the case histories to basic principles extracts from newspaper and journal articles to show the relevance of economics to the construction industry 100% construction orientation a useful bibliography, glossary of economic terms preview questions at the start of each chapter and exercises and discussion topics at the end to test your understanding. Economics will enable you to understand the working of economic forces as they relate to the construction industry.
The Economics of Education: A Comprehensive Overview, Second Edition, offers a comprehensive and current overview of the field of that is broadly accessible economists, researchers and students. This new edition revises the original 50 authoritative articles and adds Developed (US and European) and Developing Country perspectives, reflecting the differences in institutional structures that help to shape teacher labor markets and the effect of competition on student outcomes.
