The Empty Chair

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?

• Managers send a hiring request with only a job title and a salary.
• Job ads are copied from old ones nobody remembers writing.
• Interviewers discover afterwards they were looking for different people.
• A role stays open for three months and nobody counts the overtime it causes.

Each chapter answers one question

1. Chapter 1: Do we need a person, or a job done?

   What work is not being done while this seat is empty?

   A position exists because there is work nobody does, not because someone just left.

2. Chapter 2: Is hardworking and passionate really what we need?

   After six months, what must this person be able to do?

   A good role description states the results to achieve, not a list of generic qualities.

3. Chapter 3: Do more criteria make a hire any safer?

   Which three criteria decide whether this person is hired?

   Criteria must be few enough to remember and clear enough for two assessors to reach the same result.

4. Chapter 4: Does hiding the salary range really help us?

   What is the salary range for this role based on?

   Stating the salary range up front saves both sides time.

5. Chapter 5: Is a hiring request paperwork, or a promise?

   Which fields does my hiring request form need?

   A good hiring request is a contract between HR and the hiring manager.