The 5 best books for HR work, recruiting, employer branding & employee loyalty {reading tip}

We know it for a long time, the Companies go the Employees out of. These books show how it is possible to find and keep suitable employees in these times.

Find the right people - with system

“In the new Economy the employee becomes the central one Success factor”. This sentence is one of the main ideas of the book by Barbara and Edgar Geffroy.

On the first few pages, the reader learns what the authors think wrong in today's employee selection. For example, the overvaluation of standardized training paths.

Employees in the right place

It's not just a matter of finding qualified staff, it also has to be kept and motivated at the same time. An employee who is employed in a position where he is, remains motivated Power can use and show.

How do you identify these strengths as a leader? The second chapter provides an important basis for further understanding of the book. This is where the four-color model is introduced, which will be discussed again and again.

How businesses must change

The typology opens the reader the Eyes, for which task a person might be better suited. The right mix makes it.

Precisely because the economy is changing worldwide under the pressure of digitization, companies today have to recruit staff. Generation Y claims are an example of this. And this is where “employer clienting” comes into play.

Discounts for your success (advertising)!

Employers need to recruit employees

The Company must remain interesting for the employee to prevent him from turning to another employer. The way to get there is shown in the clearly written book, which works with many examples and visually highlights important core messages.

And finally ... “The new power of employees” is an important driving force. The examples will help Recruiting and personnel development future-oriented ways to tread."
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Checklists are rightly popular and frequently used tools. Especially in today's time of information overload, as compact overviews that are limited to the essentials, they help to increase efficiency and enable faster recording, processing and Implementation of information and know-how.

Checklists with numerous useful foundations

Another checklist book, I thought skeptically when I held the volume in my hands. And probably one more with well-known topics and checkpoints with banalities like Candidates to greet interviews in a friendly manner or to take breaks during appraisal interviews?

But far from it, the checklists of this book have it all. This is already revealed by the topic selection and the variety of topics in the table of contents. Interesting and especially noticeable is the mixture of practical knowledge, administrative aids, course grid and immediately useable checklists to the most important personalities.

Step-by-step procedures ensure order

Checklists offer the advantage, which is particularly important nowadays, to save time and capture the essentials at a glance without a great deal of reading effort. The present checklists help to keep know-how up to date, give suggestions for innovations and optimizations, offer compact know-how at a glance, and provide step-by-step processes Order or sometimes simply serve as checking and control checklists.

All checklists are also contained on a CD-ROM, which is very useful because you can adapt and expand them individually according to personal and operational needs and add your own name and company logo.

With new trends and new themes

The range of topics covered is wide – and up-to-date. Traditional Tasks of HR management are discussed, as are new topics and trends, such as social media, employer branding, people analytics or new ones Methods in recruiting Online-age.

It goes without saying that digitization and Working world 4.0 should not be missing, but the author offers concrete and well-founded additional information.

Wide and varied range

Many checklists are also based on broad-based evaluations and summaries of studies, examinations and best practices, which shows that the author has compiled this checklist collection carefully and well researched and provides in-depth information.

Checklists are a rather dry matter: Here, too, the author and publisher have a new layout with attractive design ideas, which makes the band very readable. One point of criticism is that some checkpoints and statements are repeated several times and themes are sometimes very similar. This is disturbing, such redundancies should avoid the publisher and author in a new edition.

Concrete and action-oriented information

If you like it in concrete terms, you will love this checklist collection. It is not theorized about Candidate Experience, but reveals 20 measures of how to actually implement it in the recruiting process. The recruiting of tomorrow is not puzzled, but 22 clear trends show likely developments.

A checklist for digitization shows which 12 HR areas will be most affected and how. A checklist for employer branding reveals the 18 concrete “gear levers” that can be used to design and profile it. I also found an audit checklist for human resource management or the one on the services and benefits of social media for HR interesting. Also for Things to Learn im Internet are the 12 best and free online learning tools that can be used immediately.

Our impression is: This is an interesting and up-to-date checklist book that is well worth reading Money is worth and for which I can make a purchase recommendation with a clear conscience.

Compact, up-to-date practical information

HRwho are in recruiting successfully If you want to be and keep up, you have to optimize the traditional methods as well as use the new developments and opportunities of e-recruiting. Norbert Maier provides comprehensive and compact information about this in his book.

In his work “Successful recruitment and selection” Maier approaches recruiting primarily in a practical and pragmatic way. There are fewer theories, trends and models, but rather tangible practical examples, recommendations for action, best practice, sample templates and success factors that motivate implementation and application.

Up to date

I was particularly struck by the current status of the specialist information. This can be recognized, for example, in chapters on social recruiting, in a template for a social media Strategy, an e-recruiting media plan, recommendations for active sourcing or really interesting suggestions Career- Websites with a lot of news value on the cutting edge of today's possibilities. The more than 100 carefully designed working aids underline the practical relevance and, above all, facilitate the implementation in practice.

Maier is not one of those authors for whom recruiting only consists of digitization and algorithms: the instruments and methods of traditional recruitment are not neglected. Preparation and process of filling a vacancy, important aspects of applicant management, the quality assessment of application documents, Jobs and media choice also in the media mix or the many instruments of personnel selection are, for example, chapters that convince with relevant and practical information.

CD-ROM with tools and work aids

Other topics such as employer branding and onboarding, which the author also devotes, testify to a holistic understanding of recruitment. Interviews as an important recruiting tool are dealt with in detail. A bit more depth and information I would have wanted only for the fitness diagnosis and the recruiting as a process, also with regard to the digitization. These topics are unfortunately somewhat too short in view of their practical relevance.

The book is clear and structured in a practice-oriented way fast find their way around in it, the index is extensive and the chapters are compact and clear, a particular strength of the book. The Excel tools for analysis and planning tasks and all work aids and checklists on the enclosed CD-ROM facilitate the implementation in your own recruiting practice. A 20-slide, attractively designed PowerPointVorlage to e-recruiting with concrete statements is a special addition, which I have in this form with great attention to detail and from the Idea have never encountered before.

For those who appreciate compact and holistic practical information at an up-to-date level and would like to apply this in practice, the book is a worthwhile and profitable reading.

How the future of recruitment should look like

In many companies, the search for and selection of personnel is in a bad way. In her book “Die selection".

Around a third of all positions are incorrectly filled. Companies damage their own image by doing poor recruiting and paying too little attention to the candidate experience.

No longer chasing the ideal

According to author Brigitte Hermann, the search for personnel consists of one Crisis. The author, who has many years of experience in recruiting, takes stock of everything that goes wrong in companies when looking for personnel.

Many people responsible for the personnel will be recognized here, for example, if the author attests to the companies still run an ideal candidate, but this may not exist. It lists a great number of malfunctions.

Solutions for future-oriented recruiting

Brigitte Hermann does not remain in the reading analysis. It provides solutions for modern and future-oriented recruiting. Time and time again, she succeeds in putting surprising accents into her argument.

Brigitte Herrmann's book is likely to be uncomfortable for many HR managers. It openly names weaknesses in the existing recruiting processes. However, her book also clearly provides concrete and realizable ideas for a better recruiting culture.

Businesses and Professionals: Like two royal children

First of all: the author Martin Gaedt manages the balancing act. “The Myth of Skilled Workers” is a non-fiction and specialist book with meticulously researched figures, data and facts. Nothing provable remains unassigned. At the same time, it reads almost as excitingly as a crime thriller in long stretches. In a number of passages, thanks to Gaedt's lively examples and his pictorial language, it is even extremely entertaining. And the circle of those who can draw inspiration from this book is large.

When I began to scroll through this book, so after the first ten pages, the Volksballade of the two royal children spontaneously struck me, which did not come to each other because a deep river separates them. The two king children are companies and specialists in this book.

Way with the prejudices

And lo and behold, on page 131 at the end of the first part of the book "Why our labor market is not sustainable", Gaedt quotes this ballad. To build a bridge courageously a few pages further: Book part 1 “How we solve the shortage of skilled workers” shows that it is possible to cross the river.

Already in the preface, Gaedt identifies a groundbuck, which - to all too humanly - the monster skilled laborers industriously feeds and lives: the comfortable pre-judgment.

Deplorable schooling of the young generation and demographic decline are the reason why there are not enough doctors and no trainees to be found - according to the current judgment. Is that really so? Ask Gaedt! Do the assertions in themselves speak for themselves at all? And who bears the responsibility for this?

The problem starts with the career choice

The entire part 1 provides a razor-sharp analysis, full of detail and from many perspectives. How do companies present themselves? How to make yourself I aufmerksam – or not? And how do they send negative signals?

In this chapter, Gaedt also pulls out the large, comprehensive map of Germany as a location. It's also about schools and careers advice institutions - who knows that there are 345 (!) dual training occupations. But what is often practice? A young person ticks the questionnaire: I like working outdoors. “Will you become a gardener?” it spits System as the only answer.

The failure of companies

With the traffic direction to the part 2 of the book and already in its driving water, Gaedt once again strongly focused on failures and wrong decisions of companies. Employers and staff responsible!

In Gaedt's observations, there is so much explosive power, it is made clear to the pain threshold, where every company that hangs down the flag of the flag of the window quickly and unhesitatingly has to ask itself: Have you ever considered these aspects?

Make the right match

At the same time, however, the author shows potentials that many companies have not yet discovered. Until he comes to a solution-oriented climax in this book, which is truly not very poor: the talent pool born in a consultancy and designed by Gaedt's company:

A web-based Network, into the company ones Candidate invite to the presentation who did not fit 100 percent into the profile of a company. For another company, however, they may represent the ideal person. An ingenious idea in its simplicity. The talent pool can be Industries associations such as guilds and chambers of commerce could be ideal sponsors and multipliers. A win for all players in this network.

Make it easy!

And so the author suggests the next bridge: Whether companies and applicants find each other is far more than an event between these two. This is where the large and regional policy, the educational and state institutions play a role. For the networking of all interwoven in this system the author has surprising and at the same time very manageable ideas. It is only a matter of will and will.

So step one for all the players mentioned here: buy a book, step two: get inspired, step three: do it!

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