What do you think?
Rate this book
Successful Interviewing and Recruitment (Creating Success) by Rob Yeung (3-Nov-2010) Paperback
Plenty of managers know how to interview but few can interview well. Successful Interviewing and Recruitment teaches managers how to structure the interview, spot exceptional candidates, and hire only those who will add value to the business. With advice on which questions to ask and which not to ask, readers will learn how to challenge candidates while treating them fairly, so that the best candidates will want the job. Based on proven techniques, this book explains how to put a candidate at ease, construct competency-based questions, identify liars, and design practical tests to measure candidates' abilities. Packed with practical information, this is a guide for anyone from the owner of a small company to managing director of an international business.
Unknown Binding
First published December 15, 2001
10 people are currently reading
46 people want to read
About the author
Rob Yeung
76 books38 followersPhD psychologist, consultant, conference speaker. Specialist in high achievement, leadership, careers, confidence and well-being.
Ratings & Reviews
Friends & Following
Create a free account to discover what your friends think of this book!
Community Reviews
Displaying 1 - 4 of 4 reviews
January 14, 2025
The book is well-organized and refreshingly concise, which I appreciate in a workbook—it gets straight to the point and makes it easier to later locate specific sentences for reference.
September 14, 2008
OR HOW TO INTERVIEW WELL…ON BOTH SIDES!
How often have you been to an interview only to find that it is a training session for an interview? Probably more times than you wish to recall … or actually realised!
The ‘interviewing game’ is highly important and Dr Rob Yeung comes to the rescue of the inexperienced with helpful suggestions on the many proven techniques which leading organisations now use to find the right candidates, and spot what is going on…on both sides.
INTERVIEWS: WHAT A LOAD OF RUBBISH!
Characteristics of the good interviewer/interviewee attract a great deal of rubbish comment in the press, and in books, so it is refreshing to find Yeung’s treatment of what is a painful experience for most people.
Finding the right person and ensuring that the right buttons have been pressed is as difficult as anything one can do in working life. I had always thought ‘getting that job’ was about luck. Wrong! Yeung’s view is that it’s about preparation, and his final words cover ‘The 10 commandments’ at the conclusion of the book which candidates should note and memorise carefully.
There are 14 chapters covering the following issues:
• why learn to interview properly?
• structuring the interview
• developing your questioning skills
• avoiding poor questions
• honing your listening skills
• preparing to interview
• opening the interview
• competencies and example interview questions
• discussing money
• wrapping up the interview
• rating candidates and making a decision
• evaluating and improving the interview process
• creating useful interview documents
• final words
THE FUNNELLING AND STARS TECHNIQUES
Most people reading this review, which is designed primarily for my law trainees as a forensic technique, will recall their examinations and the techniques used to revise for law exams. “Funnelling” on page 26 is an excellent device and complimented by Yeung’s STARS acronym for the employer covering: situation, task, actions, result, summarise.
The importance of STARS is two way. As an interviewee you want it to be a two-way interview otherwise how are you going to work with these people! As an interviewer, you must structure what you want to ask.
It’s not quite like a cross-examination where I will develop points which arise from answers given, but I will have thoroughly prepared my questions in advance in the areas where there are issues between the parties but I have to be flexible if the evidence given does not ‘come up to proof’ as we put it.
But you have to ‘come up to proof’ in the interview thus avoiding poor questions (and poorly prepared questions) which are common errors.
YOU CAN ALWAYS DO BETTER
I came away from Dr Yeung’s work glad to have read something which confirmed my best and worst thoughts about technique. He is right to say that interviewing is a skill, but it is also one which can be meticulously learnt with proper preparation and care which Dr Yeung sets out in a most useful format here.
The step-by-step guide is a splendid collaboration with ‘the Sunday Times’ but remember that whichever side of the desk you sit on, you can always do better and Rob Yeung gives you the best current and contemporary analysis of how to interview and recruit in the internet age of employment finding, and his advice should be followed.
PHILLIP TAYLOR MBE LL.B (Hons) PGCE Barrister-at-Law
Richmond Green Chambers
How often have you been to an interview only to find that it is a training session for an interview? Probably more times than you wish to recall … or actually realised!
The ‘interviewing game’ is highly important and Dr Rob Yeung comes to the rescue of the inexperienced with helpful suggestions on the many proven techniques which leading organisations now use to find the right candidates, and spot what is going on…on both sides.
INTERVIEWS: WHAT A LOAD OF RUBBISH!
Characteristics of the good interviewer/interviewee attract a great deal of rubbish comment in the press, and in books, so it is refreshing to find Yeung’s treatment of what is a painful experience for most people.
Finding the right person and ensuring that the right buttons have been pressed is as difficult as anything one can do in working life. I had always thought ‘getting that job’ was about luck. Wrong! Yeung’s view is that it’s about preparation, and his final words cover ‘The 10 commandments’ at the conclusion of the book which candidates should note and memorise carefully.
There are 14 chapters covering the following issues:
• why learn to interview properly?
• structuring the interview
• developing your questioning skills
• avoiding poor questions
• honing your listening skills
• preparing to interview
• opening the interview
• competencies and example interview questions
• discussing money
• wrapping up the interview
• rating candidates and making a decision
• evaluating and improving the interview process
• creating useful interview documents
• final words
THE FUNNELLING AND STARS TECHNIQUES
Most people reading this review, which is designed primarily for my law trainees as a forensic technique, will recall their examinations and the techniques used to revise for law exams. “Funnelling” on page 26 is an excellent device and complimented by Yeung’s STARS acronym for the employer covering: situation, task, actions, result, summarise.
The importance of STARS is two way. As an interviewee you want it to be a two-way interview otherwise how are you going to work with these people! As an interviewer, you must structure what you want to ask.
It’s not quite like a cross-examination where I will develop points which arise from answers given, but I will have thoroughly prepared my questions in advance in the areas where there are issues between the parties but I have to be flexible if the evidence given does not ‘come up to proof’ as we put it.
But you have to ‘come up to proof’ in the interview thus avoiding poor questions (and poorly prepared questions) which are common errors.
YOU CAN ALWAYS DO BETTER
I came away from Dr Yeung’s work glad to have read something which confirmed my best and worst thoughts about technique. He is right to say that interviewing is a skill, but it is also one which can be meticulously learnt with proper preparation and care which Dr Yeung sets out in a most useful format here.
The step-by-step guide is a splendid collaboration with ‘the Sunday Times’ but remember that whichever side of the desk you sit on, you can always do better and Rob Yeung gives you the best current and contemporary analysis of how to interview and recruit in the internet age of employment finding, and his advice should be followed.
PHILLIP TAYLOR MBE LL.B (Hons) PGCE Barrister-at-Law
Richmond Green Chambers
January 28, 2017
It's ok. The usual.
April 18, 2017
I do quite a lot of interviewing and I've had internal training on competency based interviewing from the company I work for and at the time the training did not impress me and in general the adoption was either not taken up by most people, or only very loosely. Having now read this book I can see I now "get it".
The book is nicely structured and contains no padding (which is great as I like work books to be to the point, and also helps later on when I want to search for sentences for reference).
It has given me a new interview tool and an understanding as to why it should be used and how to use it effectively.
The next steps.. work out interview questions specific for competencies that I require and this book gives enough of a spring board to work out what those should be.
The book is nicely structured and contains no padding (which is great as I like work books to be to the point, and also helps later on when I want to search for sentences for reference).
It has given me a new interview tool and an understanding as to why it should be used and how to use it effectively.
The next steps.. work out interview questions specific for competencies that I require and this book gives enough of a spring board to work out what those should be.
Displaying 1 - 4 of 4 reviews