Coming soon · Book Profile
Lean Recruitment_ Finding Better Talent Faster
A practical, three-phase methodology that lets small and medium-sized organizations recruit top talent faster and cheaper than traditional hiring or recruitment firms.
A profile of this book is on the way.
What it’s about
Lean Recruitment teaches resource-strapped nonprofits and small businesses how to find better talent in less time and at lower cost by self-executing a disciplined, modular hiring process built on three phases: Define, Discover, and Decide. Drawing on the authors' experience deconstructing how expensive recruiting firms actually work, the book reveals that effective recruitment isn't alchemy—it's a repeatable process of front-loading candidate criteria, writing a compelling three-part job announcement, virtually headhunting via LinkedIn and the internet, and using impartial scorecards and behavioral interviews to choose the right person. The result is a search that benchmarks at half the cost and 40% faster than traditional methods, while producing candidate pools as strong or stronger.
The through-line
- Who it’s for
- A leader or owner of a small or medium-sized nonprofit or business who needs to hire great talent but lacks the budget for HR staff or recruiting firms.
- The problem
- Difficulty attracting, identifying, and hiring high-quality candidates quickly and affordably. Feeling overwhelmed, disheartened, and anxious about making a costly bad hire.
- The plan
- Define your needs with a focused three-part job announcement of at most seven requirements.
- Discover candidates through posting, network mining, and virtual headhunting.
- Decide using impartial scorecards, vetting calls, and behavioral interviews.
- Continuously look for talent and track your recruiting effectiveness.
- The payoff
- Stronger candidate pools, faster hires, lower costs, and confident, well-fitting team members.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.