Table of contents for Ready, aim, hire! : how to master the hiring process : an anthology by 12 of the nation's top experts / illustrated by John Louthan ; edited by Miles B. Canning ; [written by] Robert W. Cormack ... [et al.].

     Illustrated by John Louthan
     Edited by Miles B. Canning
     Robert W. Cormack, ACP
     C.M. Davis
     Kay Downing
     Dennis Fox
     Roger Fritz, PH.D
     Richard I. Golden
     Dave Lakhani
     Michael W. Mercer, PH.D
     Robert H. Ralicki
     Edwin D. Ricker
     Ed Stamper
     William H. Urban

     Acknowledgements
     Foreword
     Editor's Introduction

     PART 1: HIRING TECHNOLOGIES

I .The Attitude Factor
     Robert W. Cormack, Acp
     For twenty-five years Bob Cormack has pioneered
     surveys that reveal a person's attitudes toward three
     areas important to employers: alienated attitudes,
     trustworthiness attitudes, and attitudes toward the
     use and abuse of illegal drugs and alcohol. His
     essential premise that attitudes predict behavior
     has been validated in thousands of companies.

2.Testing for Success in Sales
     Dennis Fox

     Selecting salespeople is probably one of the most
     difficult tasks because tests, interviews, and background 
     checks don't tell you if the individual will
     make the calls necessary to sell. Dennis uses a unique,
     specialized test to measure call reluctance and prescribes 
     ways to manage the fear of self-promotion.

3. Hire the Best & Avoid the Rest:
     How to Use Pre-employment Tests
     Michael W. Mercer, PH.D
     Dr. Michael Mercer rates the various ways companies 
     screen applicants in and out. He establishes
     the factors which make a test credible, and he explains 
     what validity and reliability really mean.

4. Compatibility: The Key to Job Success!
     Roger Fritz, PH.D
     Dr. Roger Fritz uses a "People Compatibility index" to
     match personalities, motivations, and abilities to
     maximize Productivity on a gives, task. His use of
     computer data processing power and recognized
     principals of behavioral psychology enable him to
     eliminate mismatches and promote dynamic teams.

5.Truthful Interviews: Just the Facts, Ma'am
     William H. Urban
     Basic to any employee selection is the job interview,
     and Bill Urban contributes an incredibly enlightening
     section heavy on role clarification and interrogation
     techniques. He shows how to expose exaggerated or
     fabricated claims by job applicants.

6.The Riddle of the Lie:
     A Scientific Approach to Lie Detection
     Richard Golden, Acp
     Dick Golden's interviewing technique is both unique
     and patently sound. What he offers us is an effective
     oral method of interrogation more revealing than
     polygraph or voice stress analyzers.

7.The Seven Year Hitch:
     Using Private Databases in Hiring
     Robert H. Ralicki
     Businesses participating in a Mutual Association
     cooperate by sharing information about convicted
     or admitted thieves who have worked for them in
     the past. Bob explains the most effective ways to
     screen out potential trouble makers legally, quickly,
     and inexpensively.

PART II: THE HIRING PROCESS

B.The Network.-
     Unique Solutions to Business Abuse
     Ed Stamper
     Ed Stamper's company is dedicated to positive communications. 
     He enlists the support of all employees in preventing 
     business abuse. Believing thieves,
     saboteurs, and troublemakers are in the minority
     and will be disavowed, he capitalizes on the best
     instincts of the work force.

9.Union Issues in Hiring
     Edwin Ricker
     Edwin Ricker says up front that a business needs to
     focus on profits., the relative value of unions is not a
     business issue: it's political. To Ed, the fact of a union
     is evidence of the failure of management to do what
     is necessary to obviate the need for unionization. His
     'do' lists are "no-frills" prescriptions for profit.

10.Managing Employee Turnover
     Dave Lakhani
     Dave Lakhani deals with turnover problems in companies 
     through specific management initiatives, beginning with 
     employee interviews (right after hiring).
     Through dynamic motivation and continuing education 
     both the employee and the company meet predetermined goals.

11.Value-Added Hiring
     Kay Downing
     Businesses have to deal with demographics showing 
     a shrinking labor supply being tapped by an
     increasing service and skilled labor demand! Bemoaning 
     the failures of public schools, the decline
     of religion, and the breakdown of the family does
     little to slow front-line employee turnover! Orientation 
     workshops add value to the new work force.

12.Managing Continuous improvement in Hiring
     C. M. Davis
     Many successful companies now use specialized
     computer software programs to help control quality
     and productivity. Shared information helps to communicate 
     both goals and progress toward goals up
     and down the corporate ladder.

     Afterword
     About the Authors - Additional Resources