The Essential Guide for Hiring & Getting Hired Quotes

“Good people always ask good questions.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“If the person’s accomplishments are not comparable to what’s needed to be done, then it’s okay to eliminate the candidate from consideration. It’s not okay to dismiss a person based on emotions, intuition, feelings, or a superficial or biased assessment.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“never ever hire someone who is not highly motivated to do the work you want done.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Too many managers over-emphasize the short-term needs of the job minimizing the organizational need to continually raise the overall talent level of the company.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Before you ever accept another job, ask yourself this question: “Forget the money. Is this a job I want?” If not, you’ll be disappointed no matter how much you get paid.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“The best candidates, whether employed or not, always considered the long-term career opportunity more important than the short-term package.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Most hiring problems can be eliminated by making one fundamental and simple change – replacing job descriptions with a list of performance objectives the new hire is expected to achieve.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Would you mind rephrasing the question slightly, so I could give you a more focused answer.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Ask those you do like tougher questions, going out of your way to prove they’re not the least bit qualified for the job.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“What should be measured is their ability to meet the performance objectives defined by Year 1, not how they present themselves during the interview. Minimizing”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Most interviewers unconsciously react to the candidate’s first impression, good and bad. If bad, they become uptight, convinced the person is not qualified. This unconscious bias causes them to ask tougher questions, going out of their way to prove the candidate is not qualified. They minimize the positives and maximize the negatives. Sometime during the interview this bias dissipates, but for those candidates that start out in the doghouse it’s often too late, with the person never being seriously considered or evaluated.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“hiring the right people starts by defining the work they need to do to be considered “right.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“If the job doesn’t represent a career move, you shouldn’t take it under any circumstances.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“If an opportunity can accelerate your personal growth, great compensation increases will follow. For the right person, companies are willing to adjust their compensation ranges.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Hiring a person based on an economic need is unlikely to inspire the person to work at peak levels, especially once the economic need is met. In my opinion, it’s better to offer a person an incentive to grow, a chance to maximize their abilities, and to become better at what they want to do.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“When measuring competency, interest, and fit, it’s always better to describe what the person needs to DO, rather than what the person needs to HAVE.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Once a person is above a technical threshold, the big differences in terms of performance are typically work-ethic, organizational and project management skills, motivation to do the actual work required, and working with all types of different people on team projects.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Good people don’t mind earning the right to be hired, as long as the right information is being measured the right way.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“If a person doesn’t find the work challenging or important (or both), performance will suffer.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“Team skills and cultural fit is not determined by warmth or affability during the interview. It’s determined by the person’s impact and effectiveness in collaborating with others on the teams the person has been asked to join.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“on-the-job success means consistently and successfully getting the job done regardless of the circumstances, with the least direction possible.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“if the job represents a significant career move, compensation will be third or fourth on their acceptance criteria list, so don’t make it, or the location, the first thing discussed when first contacted by someone from the company.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired:

“You can’t use a talent surplus approach for hiring top people in a talent scarcity situation.”
― Lou Adler, The Essential Guide for Hiring & Getting Hired: