About Paul Falcone

Paul FalconePaul Falcone is a human resources executive in Los Angeles and has held senior-level positions with Nickelodeon, Paramount Pictures, and City of Hope. He has extensive experience in entertainment, healthcare/biotech, and financial services, including in international, nonprofit, and union environments.

Paul is a top-rated presenter and the author of a number of AMACOM and SHRM bestselling books, and four of his books have been recognized as SHRM "Great 8" selections, including: 96 Great Interview Questions to Ask Before You Hire, 101 Tough Conversations to Have with Employees, 101 Sample Write-Ups for Documenting Employee Performance Problems, and 2600 Phrases for Effective Performance Reviews. Paul’s newest book, 75 Ways for Managers to Hire Develop, and Keep Great Employees, focuses on leadership team alignment and key employee retention. He is a long-term contributor to HR Magazine and SHRM Online and an adjunct faculty member in UCLA Extension’s School of Business and Management.
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Paul Falcone's books have regularly been among the bestselling titles at the Society for Human Resource Management (SHRM) store.

Performance Management

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What All Senior HR Executives Wish Their Front-Line Managers Knew About Effective Leadership

As a leader, you can give your company no greater gift than a motivated, energized and engaged workforce. Spikes in turnover may happen from time to time, but what’s critical is your response, the counsel you seek and your willingness to reinvent yourself so that everyone benefits from the crisis. Follow proven offensive and defensive leadership practices not only to cultivate your own leadership capabilities but also to foster an environment where motivation, engagement and satisfaction become the hallmarks of your shop. This link will take you to the web site of SHRM… Read More…

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The Leader-As-Coach: 10 Questions You Need to Ask to Develop Employees

Too many companies spend time and energy tending to the lowest 10 percent of performers via progressive discipline and the like. But don’t neglect your top performers only to find yourself struggling through a counteroffer once someone has given notice. Instead, consider conducting stay interviews where you focus on your top performers’ needs and then build individual development plans to help them leverage their strengths by contributing more broadly to your company’s overall success. Note this link will take you off of this web site and to SHRM Online where this article appeared. Read More…

Effective Interviewing and Hiring

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Interview Ice Breakers: 7 Questions to Segue into Meaningful Candidate Conversations

“The relationship [between interviewer and candidate] isn’t ready to dig into details right off the bat,” said Gabrielle Bowden, HR director and assistant controller at The Bridges Club at Rancho Santa Fe, Calif. Taking the time to build rapport, establish some common ground and make the individual feel welcome are critical to the relationship-building process that’s supposed to happen during an interview. But how do you get there? What types of questions typically make a candidate feel at ease sharing more about themselves: their short-term goals, longer-term career objectives, and their ultimate willingness to join your organization versus the others out there that are competing for talent?  This link will take you to the web site of SHRM… Read More…

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7 Creative Interview Questions to Ask Millennials

There are 90 million Millennials that were born roughly between the years of 1980 and 2000, and this massive demographic bubble is even larger than the Baby Boomer generation that preceded it (roughly 77 million strong). More significantly, Millennials will make up more than half of the U.S. workforce. So the 35-and-under crowd is certainly a force to be reckoned with, and your approach to attracting and retaining this talent pool will likely benefit from a specific strategy that is both challenging and selfless. Note this link will take you off site to the AMA Playbook where this blog article first appeared. Read More…

HR Essentials

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What a Successful HR-Client Partnership Looks Like

“One of the biggest mistakes that HR leaders make early on is failing to get the buy-in from front-line operational leaders,” said Don Phin, attorney, executive coach and chairman at executive coaching firm Vistage Worldwide Inc. in San Diego. “HR tends to gain approval from the immediate boss—for example, the CEO, CFO or head of legal—and then marches forward without gaining buy-in from the leaders in the field who will be impacted by the changes.” The better approach? Before proposing solutions, spend time with senior leaders in the field to learn…This link will take you off this site to SHRM online.

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Viewpoint: There Are New Limits on Disciplining Employees

Employers historically have had a huge amount of discretion when it comes to dealing with employee misconduct. Times are changing, though. “In truth, the National Labor Relations Board [NLRB] has taken an exceptionally aggressive stance in terms of limiting employers’ rights to discipline workers for certain infractions,” said Rich Falcone, a shareholder at law firm Littler Mendelson in Irvine, Calif. (no relation to the author). “Employers are well-advised to take caution before doling out corrective action or moving to termination for certain offenses.” The legal climate may change because of the new White House administration, but that will surely take time, just as it takes time to develop new case law that influences employer practices and policy interpretations. For now, a conservative approach to these and other workplace matters is the wisest path toward healthy, transparent and legally defensible employee and labor relations practices. This link will take you to the web site of SHRM… Read More…