Librería Samer Atenea
Librería Aciertas (Toledo)
Kálamo Books
Librería Perelló (Valencia)
Librería Elías (Asturias)
Donde los libros
Librería Kolima (Madrid)
Librería Proteo (Málaga)
The hiring process for professionals has traditionally been controlled by a single manager who is unprepared to make critical judgments about candidates for open positions in the company. Traditionally, managers hire based on their own preferences, inspiring candidates to network rather than actually improve themselves. These managers have become notoriously corrupt and incompetent, hiring candidates who charm them with impressive degrees, awards, personality, and exaggerated achievements. As a result, managers continually hire people who are charming but cannot actually perform, and the entire economy is weakened. The failure to properly evaluate a candidate leads directly to dissatisfaction in the workplace, absenteeism, and even industrial espionage.This book presents an insightful new solution to the problem. Based on more than thirty years of experience, Dr. Antonio Grimaldi has invented a system by which managers can quantify the life of a job applicant to effectively identify the most qualified candidate for a position. Dr. Grimaldi’s system first focuses on the quantification of credits before the candidate is examined: the review of the résumé. During the interview process, a committee of three managers ask specific, qualitative questions about a candidate’s background and experience. Finally, the candidate is scored and the committee selects the best candidate.Dr. Grimaldi’s system doesn’t eliminate the personal opinion of the managers and the personality of the candidate from the interview experience, but limits their 'weight' in a way that is not determinant in the final decision. Managers who follow this innovative method can quantify a candidate’s experience and select employees based on diligent review of their background rather than the managers’ own preferences, which can be erroneous or conditioned by corruption or ineptitude. Nathan J. Barnes, Ph.D.
