雇佣最佳人才：员工评估与遴选的技巧与科学 Hiring Success: The Art and Science of Staffing 地址 caj 百度云 pdb pdf kindle txt 下载

Hiring Success is a comprehensive guide for using staffing assessments to hire the best employees. Research-based, but written in easy-to-understand terms, the book explains what staffing assessments are, why they work, and how to use them. Hiring Success is an important resource for improving the accuracy and efficiency of hiring selection decisions and effectively incorporating assessments into any company’s staffing process.

List of Sidebars, Tables, and Figures

Author's Foreword

Acknowledgments

ONE Introduction

　What Information Is the Book Based On?

　Assessments: The Difference Between Success and Failure

TWO What Staffing Assessments Measure, Why They Work, and When to Use Them

　What Do Assessments Measure?

　Why Do Assessments Work?

　When Is It Useful to Use Staffing Assessments?

　Concluding Remarks: Why Assessments Work

THREE Different Types of Staffing Assessments

　Categorizing Assessments Based on How They Collect Candidate Information

　Physical Exams

　Investigations

　Interviews

　Resume Screens

　Self-Report Measures

　Knowledge, Skill, and Ability Tests

　Situational Measures

　Behavioral Versus Direct Assessments

　Concluding Remarks: Different Types of Assessments

FOUR Evaluating the Effectiveness of Staffing Assessments

　How Assessments Work

　Assessment Validity: How to Determine How Well an Assessment Is Working

　Concluding Remarks: Choosing What Assessments to Use

FIVE Defining Job Performance and Its Relationship to Assessments

　Step 1. Identify Key Performance Outcomes

　Step 2. Use Job Analysis to Define and Describe Critical Employee Behaviors

　Step 3. Choose an Effective Assessment

　Step 4. Appropriately Collecting and Interpreting Assessment Data

　Concluding Remarks: Linking Assessment Processes to Job Performance

six Common Criticisms of Staffing Assessments

　Criticism 1: Staffing Assessments are Not Very Accurate

　Criticism 2: Staffing Assessments can Be Faked by Applicants

　Criticism 3: Staffing Assessments Are Not Worth the Cost Required to Use Them

　Criticism 4: Staffing Assessments Pose a Legal Risk

　Criticism 5: Staffing Assessments Are an Unfair Way to Evaluate People

　Criticism 6: Staffing Assessments Are Offensive to Candidates

　Criticism 7: Staffing Assessments Add Too Much Time to the Hiring Process

　Concluding Remarks: Should Companies Use Staffing Assessments?

SEVEN Choosing Among Different Assessment Methods

　Method 1. No Standardized Assessment: Start at the Bottom and Work Up

　Method 2. Self-Report Pre-Screening Questionnaires: The Value of Structure

　Method 3. Applicant Investigations: Avoiding Catastrophic Hiring Mistakes

……

EIGHT Incorporating Staffing Assessments into the Hiring Process

NINE Conclusion

Gossary of Common Assessment Terms

Index

About the Author

Pfeiffer Publications Guide

Steven Hunt.Ph.D.,SPHR，is chief scientist for Kronos Talent Management Division. He has helped designed Staffing assessment processes that have supported hundreds of thousands of hiring decisions for positions raning from entry-level staff to senior-leve

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p7

抵押贷款债券不是单一有明确固定条款的巨额贷款。押债券是一种对来自数千个单独的住房抵贷款组成的池子里的现金流追索权。

他们利用巨大的住房贷款池，将住房所有人的还款分割成几块，称之为“部分”。第一个部分的买家面临着抵押贷款提前还款的第一波冲击。

p26

早在2004年年初，只要观察一下数据，你就能清楚看到贷款标准的下降。按照巴里的观点，标准不止下降，而且已经触底。这个“底”甚至还有个名称：只付利息的副摊销可调利率次级抵押贷款。作为住房的购买者，你实际上获得了根本不用还款，而且可以将你欠银行的全部利息转变成更大的本金余额的权利。

p28

信用违期掉约产品不太容易理解，因为它根本就不是真正的掉约产品。它是一份保单，主要针对企业债券，每半年付一次保费，条款固定。比如说，你可以每年支付20万美元，购买一亿美元的通用电气债券的10年期信用违期掉约产品。你可能亏损的最大金额是200万美元：每年20万美元，连续10年。如果通用电气在今后10年内在债务偿还上出违约情况，导致债券所有人颗粒无收的话，你能够获得的最大金额是1亿美元。这是一个零和对赌：如果你拿到1亿美元，卖给你信用违期掉约产品的那个家伙就会损失1亿美元。这也是一个非对称的赌博。

p48

从投资银行的观点来看，所有的次级抵押债券都是一样的。保险的价格不是由独立的分析来决定的，而是由穆迪或标准普尔对债券所作的评级来决定。如果他想为被认为没有风险的3A级债券购买保险，他需要支付20个基点（0.2%）。对最不安全的3B级债券，他需要支付200个基点（2%）。3B级债券，也就是如果作为支撑的抵押贷款池遭遇7%的亏损其价值就可能为0的那些债券，就是巴里所追求的。

他可以通过分析找出更多可以确定的东西来。任何看过这些说明书的人都会发现，在一只3B级债券与其他债券之间存在着很多致命的差异。比如，他们的支持性抵押贷款池中所包含的只付利...

金融危机的原因非常简单——双方都贪婪，投资人的贪婪和银行家的贪婪。在华尔街贪婪是应该的——几乎可以算是一种义务。

赌博和投资之间的那条线是人为的，而且非常细。最稳健的投资也有着一定的赌博性质，而最胆大妄为的投机也具有明显的投资特点。或许“投资”的最好定义是“赔率对你有利的赌博”。

One of the things he’d learned about Asperger’s, since he’d discovered that he had it, was the role that his interests served. They were a safe place to which he could retreat from a hostile world. That was why people with Asperger’s experienced them so intensely. That was also, oddly, why they couldn’t control them. “The therapist I see helped me figure it out,” he wrote in an e-mail, “and it makes a lot of sense when I look back at my own life: Let me see if I can get it right—it always sounds better when the therapist says it. Well, if you start with a person who has tremendous difficulty integrating himself into the social workings of society, and often feels misunderstood, slighted, and lonely as a result, you will see where an intense interest can be something that builds up the ego ...

整个经济体运行的前提条件是它的稳定性，而它的稳定性反过来又取决于住房价格的特续上准，“资产泡沫只有在破灭以后才能被认识到的想法是荒谬的。”他写道，“在泡沫开始膨胀的时期，其实存在很多可以识别它的具体指标。狂热的一个特征就是欺诈发生率和复杂性的快速上升。

作为一种规则，任何转为首字母缩略或者缩略词的贷款，都可以被称为“次级贷款”，但是债券市场不想让它透明。“次优级”是语言战胜真理的一次伟大胜利。

这就是赌场列出最近几轮结果的原因：诱引赌客哄骗自己，给他们一种会把筹码推到桌上所需要的虚假的信心。次级抵押贷款市场上的中介机构也是用同样的花招欺骗自己的，它们利用毫无统计意义的过去预测未来。

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