The Room Behind the Glass

Who this book is for

Người làm nhân sự ở doanh nghiệp vừa và nhỏ Việt Nam: chuyên viên nhân sự tổng hợp, trưởng phòng nhân sự một hai người, hoặc quản lý hành chính kiêm nhân sự ở công ty từ hai mươi tới vài trăm người; tự lo từ tuyển dụng, hợp đồng, chấm công, bảng lương tới đào tạo, và thường báo cáo thẳng cho giám đốc.

Sound familiar?

• Every interviewer asks different questions.
• Hiring decisions rest on a gut feeling after the chat.
• Candidates wait two weeks without hearing back.
• Nobody records why a candidate was chosen or rejected.

Each chapter answers one question

1. Chapter 1: Does reading every resume carefully make screening fairer?

   How long do I spend reading a CV, and what am I looking for?

   Fast and fair screening needs few criteria and a scoring sheet.

2. Chapter 2: Do casual interviews reveal more than scripted ones?

   What is my question set for this role?

   Only by asking every candidate the same questions can you compare them.

3. Chapter 3: Are we scoring the candidate, or our impression?

   Does my scorecard help two interviewers score close to each other?

   A scorecard records evidence first and scores second.

4. Chapter 4: Does the loudest voice decide who gets hired?

   How do we decide whom to hire?

   The decision meeting discusses evidence, not impressions.

5. Chapter 5: Why should rejected candidates still matter to us?

   What do candidates say about my company's hiring process?

   Someone rejected today may be a customer or candidate tomorrow.