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Pierre Mornell
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Hiring Smart!: How to Predict Winners and Losers in the Incredibly Expensive People-Reading Game Paperback – October 7, 2003

by Pierre Mornell (Author), Regan Dunnick (Illustrator), Kit Hinrichs (Designer)
4.2 4.2 out of 5 stars 43 ratings
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Now in Paperback!People are the most valuable asset in today'¬?s fiercely competitive workplace. In HIRING SMART, now available in paperback for the first time, Dr. Mornell delineates 45 simple strategies for "people reading"-observing a candidate'¬?s behavior and predicting what they'¬?ll be like in the workplace-that virtually guarantee hiring the best possible candidate for any job.
  • An authoritative guide to hiring job candidates from one of the world'¬?s leading experts in human resource development.
  • The hardcover edition has been translated into eight languages and has sold more than 40,000 copies.
Previous page
  1. Print length
    240 pages
  2. Language
    English
  3. Publisher
    Ten Speed Press
  4. Publication date
    October 7, 2003
  5. Dimensions
    7 x 0.5 x 10 inches
  6. ISBN-10
    1580085148
  7. ISBN-13
    978-1580085144
  8. See all details
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Editorial Reviews

About the Author

PIERRE MORNELL is a psychiatrist who helps companies evaluate and hire key people. He has lectured in IBM’s Advanced Management Seminar and International Executive Programs; has acted as the first dean of the University Faculty for the Young Presidents Organization; and has led programs at the Stanford and Harvard business schools. He has served as a consultant to the presidents of organizations as diverse as Intuit, Kinko’s, Canada’s Northern Telecom, American Gold Corporation, Hellman & Friedman, and the Institute for the Future. Currently he speaks about executive evaluation and managing change at conferences worldwide, and writes a column on hiring people for Inc. magazine.

Product details

  • Publisher ‏ : ‎ Ten Speed Press (October 7, 2003)
  • Language ‏ : ‎ English
  • Paperback ‏ : ‎ 240 pages
  • ISBN-10 ‏ : ‎ 1580085148
  • ISBN-13 ‏ : ‎ 978-1580085144
  • Item Weight ‏ : ‎ 1.46 pounds
  • Dimensions ‏ : ‎ 7 x 0.5 x 10 inches
  • Customer Reviews:
    4.2 4.2 out of 5 stars 43 ratings

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Pierre Mornell

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Customer reviews

4.2 out of 5 stars
4.2 out of 5
43 global ratings

Top reviews from the United States

Carolinej366
5.0 out of 5 stars Great book
Reviewed in the United States on October 31, 2014
Verified Purchase
Excellent, just read this in 4 hours. A must read for aspiring management and current managers and HE Executives. Don't let this book go out of print!!
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Josh HM
4.0 out of 5 stars Great ideas, sketchy writing
Reviewed in the United States on July 8, 2004
Verified Purchase
If you're looking for ideas about how to extend, deepen, or accelerate an existing hiring process, this book is full of excellent ideas. The author clearly has considerably experience and if you follow his advice and pick the techniques that best match you and your organization you'll find the book helpful.

However, if you're looking for an introduction to hiring practices or interviewing in general, look elsewhere. The anecdotes are compelling but disconnected--use this as a source book.
5 people found this helpful
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Amazon Customer
5.0 out of 5 stars Awesome read for all people that have to hire.
Reviewed in the United States on March 11, 2016
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Very straight forward. Easy to grasp and apply. If you have a business or are a manger, you should read this book.
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E. Pratt
4.0 out of 5 stars for anyone who does a lot of hiring
Reviewed in the United States on January 20, 2000
Verified Purchase
if you do a lot of interviewing and hiring then you know that the customary questioning about past performance just isn't enough. candidates are well versed and ready to "snow" you in that process. if you believe that not all candidates are seeking an honest and good fit with your organization but will do almost anything to get a job, then you need to have tools & techniques to improve your odds of a successful match. I am sure that the information in this book will enhance my ability to avoid mistakes.
11 people found this helpful
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CE
5.0 out of 5 stars Best ever!
Reviewed in the United States on June 17, 2019
Verified Purchase
Thank you!!
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Debbie Mccann
4.0 out of 5 stars It just makes sense
Reviewed in the United States on February 10, 2014
Verified Purchase
Mornell, using his psychology background, shares some great insights and just proves that observing people for predictable and unpredictable behaviors can save a company a lot of time and money when hiring.
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Texas Techie
3.0 out of 5 stars Good for people who do a few critical hires
Reviewed in the United States on January 19, 2005
I bought this book because it was written by a Psychiatrist and looked like a methodical, psychological approach to hiring. It is a good book, but it has some limitations.

The book is organized temporally by stages of the interview process. There are forty-five topics that present ideas for how to interview candidates at each stage. The book covers all the common interview processes, but also presents creative and original approaches that are intended to reveal personality or character. One example I really like is meeting the spouse. I have asked to go out to dinner with potential bosses and their spouses to see what kind of people they are (and they get to meet my wife, too, which has frankly been to my advantage).

Overall, the strategies presented are good, but many people would say they are too time consuming for use in hiring a lot of people. I would be surprised if a Fortune 500 company used the complete strategy for routine hires. But most of us are not hiring a lot of people, so that is not an excuse for not using good ideas. Hiring key people, such as executives, should be a methodical and careful process. So should hiring just one programmer to add to your six person team.

I have two concerns about the strategies presented. The first is that foreign-born people may respond differently than expected to psychological things. For example, if you ask some people the meaning of the phrase "People who live in glass houses shouldn't throw stones," they will misunderstand the question because it is culturally linked. By the same token, one question in the book abstractly described playing the game Monopoly, but some people would not understand because they know nothing about parlor games. Because of America's rapidly growing multi-culturalism, I am hesitant to employ some of these strategies.

The other danger of being too sophisticated is that we may reach beyond our qualifications to interpret the results. I would be very interested in employing the services of Dr. Mornell to interview an executive candidate since he is an experienced and knowledgeable Psychiatrist. I would be wary of trying to draw too many conclusions myself about the psychological make-up of a candidate. It is also true that a certain amount of finesse and talent is needed or else you will not get meaningful results.

The approach presented in this book is intellectual and requires a great deal of effort. If you are looking for an easy road to hiring great people, I wish you luck, but this book isn't it anyway. If you have the time and determination to implement these ideas, you might get good results with the caveats I pointed out above. I can say that I certainly enjoyed reading the book and got some great ideas from it.
26 people found this helpful
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Jim Bowden
4.0 out of 5 stars Excellent book for interviewer and candidates
Reviewed in the United States on February 7, 2000
Verified Purchase
This book provides an excellent overview of the hiring process and pitfalls along the way. I am starting my job hunt and am using it from the candidate point of view. Particularly found interesting the strategies used to send the applicant/candidate home with 'homework' and their response (or lack thereof).
9 people found this helpful
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Top reviews from other countries

Jeremie
5.0 out of 5 stars Hired !
Reviewed in France on April 30, 2013
Verified Purchase
Must-read for any entrepreneur faced with recruitment process. You'll get 45 smart techniques to unearth the best candidates ever and keep them within your company.
One person found this helpful
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