About Paul Falcone

Paul FalconePaul Falcone is a top-rated presenter, a bestselling author, and a former corporate HR executive at Paramount Pictures, Nickelodeon, and Time Warner. His keynote presentations focus on effective hiring, performance management, and leadership development. Paul’s consulting practice specializes in helping senior corporate executives, front-line operational managers, and HR departments lead more effectively and build higher performing teams via in-house training, executive coaching, and offsite facilitations.

Paul focuses on what he’s passionate about—strengthening the muscle of a company’s senior and frontline leadership teams. Paul’s brand is best associated with leadership from the heart and the importance of selflessness and mentorship while holding team members to the highest standards of performance and accountability.
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What’s New?

Paul Falcone's books have regularly been among the bestselling titles at the Society for Human Resource Management (SHRM) store.

CAHR and SHRM Arizona Conference PowerPoint Presentation

Performance Management


Las Vegas Business Press Book Review of 75 Ways

Recent studies show the cost of employee turnover ranges from $6,000 for entry-level employees to upwards of $50,000 for mid-level managers. Why so high? The time taken to hire and train a new employee takes many people away from their regular tasks and routines. Falcone offers a template for reducing turnover and increasing productivity.

Here are two of the 75 that deal with crucial elements of the hiring process… This link will take you to review on the Las Vegas Press web site… Read More…


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

John is a successful manager, but he’s concerned about potential staff turnover in light of today’s hot job market. He’s wondering what he could do to proactively avoid employee resignations and is taking an objective, introspective look at his leadership style. So John reaches out to the vice president of human resources at his company for advice, and learns a lot more than he bargained for.

As John soon realizes, retention of key employees comes from both leadership offense and defense practices. More importantly, it stems from exercising leadership wisdom that allows team members to motivate themselves, find new and creative ways of solving problems and finding solutions, and, when necessary, removing roadblocks that may impede team growth. This link will take you to the web site of SHRM… Read More…

HR Essentials


Viewpoint: 3 Caveats for Paying Employees to ‘Go Away’

Separation packages can be effective—but be careful—they have several hidden risks. The solution is to take a deliberate course utilizing  corrective action documentation. That restructures the context so the employee sees the situation as accepting a separation package as an alternative to potentially being terminated for cause. This in turn gives the HR Department and the company needed leverage. NOTE: This link takes you to the SHRM web site…
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Do’s and Don’t’s of Behavior-Based Interview Questions

MANY companies have taken to relying on behavioral interview questions as their primary method of candidate evaluation. Their goal is to get away from the flat question-and-answer format that plagues interviewers who aren’t sure how to delve more deeply into candidates’ responses. The purpose of the behavior-based question is to talk more freely, hear customized, conversational responses to what really happened in the past, and then project future performance from prior experiences. Please note that this link will take you to AMA Playbook… Read More…

Career Management


7 Creative Interview Questions to Ask Millennials

So much is being written about Generation Y, a.k.a. the “Millennials” and the “Next Generation,” in terms of their influence in the workplace and on society overall, and for good reason: 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…


Attention Graduates: Tips for Avoiding Pitfalls That May Derail Your (Early) Career!

“I wish someone had told me . . .” isn’t the line you want to use to end your first job out of high school or college. However, many unsuspecting and fairly naive recently-minted graduates have a serious misunderstanding about how companies treat certain policy and conduct infractions in the workplace.  Read More…


5 Critical Job Search Strategies for Executives in Career Transition

Executives in career transition face many challenges in this daunting job market, but there are a number of options that they can actively pursue thanks to their strong track records, technical skills, and education.  The five search strategies below will be a good place to start. Read More…