Creative Hiring: The Pinnacle Model for Spontaneous, Imaginative, Collaborative Interviews

by Ozan Dagdeviren

"Creative Hiring is a must read for any recruiter, hiring manager or human resources professional."

Creative Hiring introduces The Pinnacle Model which describes the job interview in which both parties mutually enjoy, learn and improve themselves. Most importantly, it aims to accomplish this while elevating and improving the interviewer to see behind the mask of business formality, and decipher the competencies and qualities of the candidates with a high degree of precision.
Creativity. Curiosity. Collaboration. Genuineness. These are the central concepts the model is built upon.
It is a unified theory of in-depth human interaction that can be used both in and out of the business setting.

“A tool for better human-centered decisions.”

The ability to see ideas, beliefs, intentions, ambitions, expectations, values and personalities of other people is the single most valuable, lifelong asset anyone can have.
Those who achieve an analytical understanding of how people think, act and behave, gain great insight to make the best human related decisions possible in the workplace.

***

Inside the Book:

“Part One: The Theory” discovers the underlying determinants of human behavior with respect to the job interview setting. For an insightful understanding, The Theory lays down the theoretical foundation on which practical suggestions are built upon. It uses the science of Sociology; Psychology and Communication Studies on the one hand, and the author’s professional recruitment field experience on the other.

“Part Two: The Practice” details the Pinnacle Model itself. Its 7 unique principles which can be seen below are placed within the symbolic analogy of ascending up to and descending down from a Pinnacle.

The Ascent, Principle 1: Enable Mental Comfort
The Ascent, Principle 2: Earn Respect
The Ascent, Principle 3: Surprise (Pattern Break)
The Pinnacle, Principle 4: Show Genuine Interest
The Descent, Principle 5: Side with the Candidate
The Descent, Principle 6: Know Yourself
The Descent, Principle 7: Let Them Know
Also includes a Hand Guide of Key Takeaways and Skill Building Tips for Interviewers.

Genres: Recruitment, Leadership

194 pages, Kindle Edition

First published August 30, 2015

Reviews

[Marcell Nimführ · Rating 2 out of 5]

There were a few good things to copy. But that would have fitted in an article.

[Bahadır · Rating 5 out of 5]

*Exceptional*

Let's face it, well established and excessively used hiring methods are well known not only by talent specialists but also people who come to be interviewed by them. They already know the answers to most questions. Hiring has turned into a game show where you try to gain points by answering the interviewer's questions correctly.

This book overwrites this notion by introducing it's own method to maximize the potential in interviewing process. It does that by delving into psychology, people's and companies' expectations and describing the perfect environment where these can be managed in a healthy way. I found the lists at the end of each chapter very useful, because they summarize what you should take from each chapter so you can use them later.

The model proposed makes so much sense, I believe especially professionals who work in talent acquisition should definitely give this book a go. I thoroughly enjoyed it.

[Alexander Belugin · Rating 4 out of 5]

Книга про то, как создать отношения с кандидатом: спокойная обстановка, без ограничения по времени, диалог а не допрос, как завоевать уважение и вызвать интерес. При этом задавая немного необычные вопросы, чтобы вызвать нестандартные ответы. Кроме выхода на откровенность бонус и в необычности интервью.

[Claire · Rating 4 out of 5]

Similar content to his other book. Nice simple format. Good pointers. Love the focus on the candidate and the importance of a good conversation.

[Jay Douglass · Rating 4 out of 5]

While this book is geared towards the interviewer rather than the interviewee it is an insightful read for both the employer and the prospective employee.

Because when a job seeker goes for the interview, the process is nerve racking enough without having given any thought to what the interviewer thinks of the whole process. In other words it's nerve racking for them too. Granted it is hard to feel empathy during this make or break career opportunity.

but if one can see where the decision maker is coming from, the interviewee can better ace or at least maximize the encounter.

Dagdeviren has presented a well written detailed yet not too technical read that lists concepts that anyone can gain useful information from.
I thoroughly liked this book.