Mark Horstman - The Effective Hiring Manager

Throughout my career as an army officer, C-suite executive and board member, I have used oral book reports as an effective method to both develop and synchronize the people I work with. TheEffectiveHiring Manager is not only a must read it will be our next group book.' The book reinforces everything that is critical to our firm. Don't just do things without thinking, do things that really matter and DO THEM RIGHT.

John Hoffman,
Chairman and CEO, Pivotal Systems

Mark and the Manager Tools team changed my life. They gave me the foundational skills I now rely on to be a good manager. The Effective Hiring Manager is another great example of this. If you want to make great hires, you've got to read this book.

Ryan Carson,
CEO & Founder, Treehouse

As with The Effective Manager, Mark Horstman strikes gold with practical guidance that can be immediately applied to the most consequential job of a managerhiring the best people. This book will dramatically change how you view the hiring process and how you do it.

Joseph D'Alessandro,
Deputy Chief of Grant Compliance and
Fiscal Services. School District of Philadelphia

If you are serious about raising the professional talent standard in your organization, The Effective Hiring Manager should become your official hiring handbook. Every manager should get a copy, absorb the process and then implement the disciplines in the book. Read this, distribute this, practice this, and watch the change take hold.

Daniel McGuire,
Managing Partner,
Arcturus Advisory Services, LLC

On Capitol Hill hiring mistakes are not just HR problems, they can also be political nightmares. Mark takes the mystery out of the hiring process by laying out a step-by-step process and anticipating challenges and resistance to change. You can't achieve your objectives and retain the best people if you don't hire the best people in the first place.

Mark Strand,
President, Congressional Institute

This book is a wonderful, practical book for all managers. Do not hire just because someone leavesthink about it first. You may have just reduced your costs for free. Get your team to think about what they can stop doingcreative abandonment. A must read for all the managers on my team.

Anandha Ponnampalam,
Vice President, Delivery & Digital
Transformation Lead Publicis Sapient

Whether you are a seasoned leader or a first-time manager, with the advice in The Effective Hiring Manager, you will make better hires that strengthen your company. Mark Horstman provides practical guidance for each step of the hiring process.

Dirk W van de Bunt,
Chief Administrative Officer and
General Counsel Guthy|Renker Ventures, LLC

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Published simultaneously in Canada.

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Library of Congress Cataloging-in-Publication Data:

ISBN 9781119574323 (Hardcover)

ISBN 9781119574361 (ePDF)

ISBN 9781119574347 (ePub)

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This is what I tell my friends.

Every Manager Effective. Every Professional Productive.

Dedicated to the Manager Tools community: millions of listeners, all over the world.

Hiring is the most important managerial practice.

The purpose of this book is to help you become an effective hiring manager. Effective hiring is the most important contribution a manager makes to his or her organization.

Great CEOs are often quoted as spending as much as 30% of their time on people. How are individual managers and executives doing with their responsibilities? Whos ready now for more responsibility? Who will be ready next? Who needs different responsibilities? Who is at risk for leaving the firm? Who, external to the firm, may be worthy of recruitment or a relationship?

With all that CEOs have to dostrategy, customer relations, governmental relations, investor relations, structure, finances, internal and external communicationsmost will say that the area they spend most of their time on is people. Despite the cynicism that accompanies the phrase, People are our most important asset, CEO behavior tells us that its trueeven if the rank and file often dont feel that way.

CEOs do so because they have learned that every organizations engine of success is its talent: people. Its people who create, manage, and improve upon all the systems, processes, and policies that those people use to generate growth, revenue, profit, mission accomplishment.

In the long run, its people that make the difference. Every result in every organization comes from people. Its not algorithms, or equipment, or software, or proprietary trading models, or cost leadership, or high quality that drives successits people.

Those ideas and systems are important, but people create them. Great people create great systems and processes and results. We here at Manager Tools often say that great people can overcome messy systems and processes to still produce great results. But if an organizations talent isnt great, there is no amount of great systems that will help average performers create great results.