How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department Review

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How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department ReviewI haven't purchased the book and it may well be worth five stars from everyone. This review is intended as a sanity check for other people who buy lots of books on Amazon.com and who count on natural reviews to help guide their purchases.
I took a look at this book based in part on the remarkable rating. However, all current ratings (as of July 21, 2010) are five stars, mostly by Real Name(tm) reviewers who've never reviewed another book, mostly from around the day the book was first released (fast readers or advance copies?).
While the current thirteen rave reviews may indeed be legitimate, representative, and spontaneous, my spidey sense tingled as I went through them. I certainly don't doubt they're real people given that at least a couple of them (e.g. Jennifer Pausch and Rich Ledbetter) both appear to be existing customers of the author who've also provided nice testimonials for his website.
I theorize this is a deliberate (and a little too obvious) marketing campaign rather than spontaneous reviews like we rely on for most other books (or maybe other authors' publicists are just more subtle). If the former, to me that feels misleading and in bad faith towards those who look for a pattern in natural reviews to help make a buying decision.
Maybe Amazon also needs a "Disclosure: I know the author on a first name basis(tm)" demarcation? Or perhaps this is indeed a really awesome book with an unfortunate and irrelevant confluence of indicators in the reviews. I'm keen to see additional spontaneous and bona fide reviews from people who don't know the author and have read this book.
How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department Overview

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Secrets of the Executive Search Experts Review

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Secrets of the Executive Search Experts ReviewFirst, to be fair, this book is from 1999. So the fact that recruiting sites like monster.com aren't even mentioned can be blamed on the cruelties of time.
But the rest of this books (many) limitations are harder to forgive. The entire back half of the book consists of descriptions of a number of foreign markets that are on the level of a 5th grade research project: lots of data, most of which is irrelevant, and a few tiny cultural references.
The front half of the book is very pedestrian- I didn't see anything that isn't in any basic 'how-to' of recruiting, much less any "Secrets" of the "Experts". Since the people credited as the authors are from big-name companies I would guess that they had their underlings cobble together some bits & pieces from corporate publications, industry journals, etc. into a book.
Save your money.Secrets of the Executive Search Experts Overview

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Recruiting on Social Media with LinkedIn, Facebook and Twitter: High-impact Strategies - What You Need to Know: Definitions, Adoptions, Impact, Benefits, Maturity, Vendors Review

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Recruiting on Social Media with LinkedIn, Facebook and Twitter: High-impact Strategies - What You Need to Know: Definitions, Adoptions, Impact, Benefits, Maturity, Vendors ReviewFor the price of the book, I was looking forward to receiving THE definitive work on the subject of using social media for recruiting. Unlike the title promises, however, the book gives NO STRATEGIES on how to use LinkedIn, Facebook or Twitter for recruiting. At the back of the book, it only offers Wikipedia-like definitions of the three sites, not related at all to recruiting.Recruiting on Social Media with LinkedIn, Facebook and Twitter: High-impact Strategies - What You Need to Know: Definitions, Adoptions, Impact, Benefits, Maturity, Vendors Overview

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