THE BEST TEAM WINS: THE NEW SCIENCE
OF HIGH PERFORMANCE
By Adrian Gostick and Chester Elton
Employees spend up to 80 percent
of their time at work functioning in teams. The benefts can be
enormous: better and faster prob-lem-solving, a diversity of knowledge
and experience, and fewer layers of
bureaucracy. Unfortunately, those
advantages often aren’t realized.
“The problem is the teams we
find are nowhere near as effective
as they could be, and worse, are
often riven by massive tensions if
not outright dissension,” Gostick
and Elton write.
The book offers 101 ways to in-
spire your team. Here are a few:
Keep remote workers focused.
Schedule weekly one-on-one updates and set goals quarterly to better guide those who telecommute.
Send daily updates. Be much
more open with your team about
what you are up to in your meetings
Understand the competition.
Find a way to help people learn
more about rival organizations and
their products, and, more important, lead your team in a discussion
about how to outpace them.
TRAINING FOR MASTERING
AND PRACTICES OF
By Stella Cochran McDonald
Versatility is vital in hiring. At the peak of their game, recruiters demonstrate 11 essential attributes that show they
have the fexibility to do the job, according to the author,
who is a veteran in the feld. Here are some of them:
Astute. Talent professionals need to comprehend information about products, services and job responsibilities, as
well as other pertinent company and industry information.
Sales-focused. They sell opportunities, hope and a future
as they help people realize their dreams and career goals.
Ethical. Candidates and hiring managers depend on
recruiters for full information to make sound decisions.
Persistent. A successful search may take 30 days or more.
Passionate. Headhunters love fnding qualifed candidates and helping them get the job of their dreams.
Are you versatile enough to be a top recruiter?
COMPLETE GUIDE FOR
THE BEST TALENT
By Sharlyn Lauby, SHRM-SCP
These are great days to be in recruiting: Employers are
bullish on hiring, and technology is making it easier to
source talent while eliminating mundane tasks. But it’s
also a challenging time, marked by growing skills gaps
and increased job-hopping.
With tips, case studies and insights from respected experts and practitioners, this book provides a blueprint for
managing your recruiting and hiring processes. Lauby,
author of the HR Bartender blog, says it’s the book she
wishes she had read when she entered the talent acquisition feld. “It wasn’t until I actually took the role that I
realized how complex recruiting was and the tremendous
amount of strategy it takes to have excellent processes,”
For more book reviews, go to shrm.org/bookblog
NEW AND NOTABLE TITLES
FROM HR MAGAZINE’S BOOK BLOG: