MARC details
| 000 -LEADER |
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| fixed length control field |
03504cam a22003978i 4500 |
| 001 - CONTROL NUMBER |
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| control field |
19234002 |
| 003 - CONTROL NUMBER IDENTIFIER |
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| control field |
AUCL |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
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| control field |
20200303151321.0 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
160817t20162017nyu 000 0 eng |
| 010 ## - LIBRARY OF CONGRESS CONTROL NUMBER |
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| LC control number |
2016031688 |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9780071785853 |
| 040 ## - CATALOGING SOURCE |
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| Original cataloging agency |
DLC |
| Language of cataloging |
eng |
| Description conventions |
rda |
| Transcribing agency |
AUKP |
| 042 ## - AUTHENTICATION CODE |
|---|
| Authentication code |
pcc |
| 050 00 - LIBRARY OF CONGRESS CALL NUMBER |
|---|
| Classification number |
HF5549.5.S38 |
| Item number |
M87 2016 |
| 082 00 - DEWEY DECIMAL CLASSIFICATION NUMBER |
|---|
| Classification number |
658.311 MUR |
| Edition number |
23 |
| 084 ## - OTHER CLASSIFICATION NUMBER |
|---|
| Classification number |
BUS030000 |
| Number source |
bisacsh |
| 100 1# - MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
Murphy, Mark A. |
| Fuller form of name |
(Mark Andrew), |
| Relator term |
author. |
| 245 10 - TITLE STATEMENT |
|---|
| Title |
Hiring for attitude : |
| Remainder of title |
a revolutionary approach to recruiting and selecting people with both tremendous skills and superb attitude / |
| Statement of responsibility, etc. |
by Mark Murphy. |
| 263 ## - PROJECTED PUBLICATION DATE |
|---|
| Projected publication date |
1610 |
| 264 #1 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE |
|---|
| Place of production, publication, distribution, manufacture |
New York : |
| Name of producer, publisher, distributor, manufacturer |
McGraw-Hill Education, |
| Date of production, publication, distribution, manufacture, or copyright notice |
2016. |
| 264 #4 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE |
|---|
| Date of production, publication, distribution, manufacture, or copyright notice |
©2017 |
| 300 ## - PHYSICAL DESCRIPTION |
|---|
| Extent |
pages cm |
| 336 ## - CONTENT TYPE |
|---|
| Content type term |
text |
| Content type code |
txt |
| Source |
rdacontent |
| 337 ## - MEDIA TYPE |
|---|
| Media type term |
unmediated |
| Media type code |
n |
| Source |
rdamedia |
| 338 ## - CARRIER TYPE |
|---|
| Carrier type term |
volume |
| Carrier type code |
nc |
| Source |
rdacarrier |
| 500 ## - GENERAL NOTE |
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| General note |
Revised edition of the author's Hiring for attitude, 2012. |
| 520 ## - SUMMARY, ETC. |
|---|
| Summary, etc. |
"Common hiring practices are destined for failure -- here's how to hire the right people and build a company culture designed for long-term success. In a recent groundbreaking study, the training firm Leadership IQ found that 46 percent of all new hires fail within their first 18 months. But here's the real shocker: 89 percent fail for attitudinal reasons -- not skills. Most hiring managers are getting it wrong. Of course skills are important, but a particular skill set is about the easiest thing to test in an interview. Although much harder to recognize, attitude should be your number-one focus during the hiring process. Don't suffer from poor chemistry -- even one employee with the wrong attitude could cause years of suffering for your other employees and customers. Whether you're hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need people with the right attitude! Attitude is what makes employees give 100 percent effort and turns customers into raving fans. Attitude sets your company apart from the competition. In Hiring for Attitude, top leadership strategist Mark Murphy shows you: The five biggest reasons why new hires fail. Two quick and easy tests to discover the attitudinal characteristics that you need for your unique culture. The five-part interview question that gets candidates to reveal the truth about what their last boss really thinks of them Where great companies really find their best candidates. The six words most interviewers add to the end of behavioral interview questions that destroy their effectiveness Hiring for Attitude includes case studies from Microchip, Southwest Airlines, The Ritz-Carlton, Google, and other companies that drive great results by hiring for attitude. Whether your company is small or big, highly social or hyper-competitive, flat or hierarchical, every person on your payroll has to fit your culture. You can't afford to hire blind. You need to be Hiring for Attitude"-- |
| Assigning source |
Provided by publisher. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Employee selection. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Employment interviewing. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Employees |
| General subdivision |
Attitudes. |
| 650 #7 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
BUSINESS & ECONOMICS / Human Resources & Personnel Management. |
| Source of heading or term |
bisacsh |
| 776 08 - ADDITIONAL PHYSICAL FORM ENTRY |
|---|
| Relationship information |
Online version: |
| Main entry heading |
Murphy, Mark A. (Mark Andrew), author. |
| Title |
Hiring for attitude |
| Edition |
2nd Edition. |
| Place, publisher, and date of publication |
New York : McGraw-Hill Education, 2016 |
| International Standard Book Number |
9781259860898 |
| Record control number |
(DLC) 2016038284 |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) |
|---|
| a |
7 |
| b |
cbc |
| c |
orignew |
| d |
1 |
| e |
ecip |
| f |
20 |
| g |
y-gencatlg |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Source of classification or shelving scheme |
Dewey Decimal Classification |
| Koha item type |
Book |
