HighTech HighTouch Recruiting
How to Attract and Retain the Best Talent By Improving the Candidate Experience
by Barbara Bruno
Reading Profile
Should I read this?
HighTech HighTouch Recruiting shows a recruiter-trainer’s practical approach to fixing early turnover and making hires that stick. The book reads like hands-on training: clear tactics, checklists, and real-world examples aimed at improving intake conversations, sourcing, interviewing, and early onboarding. Its useful part is tactical immediacy for the person running hiring processes; its main limitation is a trainer's certainty and repetition that undercuts nuance and broader labor-market context. If you want academic analysis or gentle, open-ended discussion, this will feel narrow.
Read this if...
- •in-house recruiting lead at a fast-growing startup trying to cut early churn — needs concrete steps to standardize intake, interviewing, and early onboarding now.
- •hiring manager on a small engineering team who conducts interviews personally — wants scripts, red flags, and ways to make recruitment more human without losing speed.
- •talent-acquisition trainer building a new onboarding course for junior recruiters — looking for recruiter-framed language and practical scenarios to teach interviewing and early-retention tactics.
Skip this if...
- •you'll likely put it down when the book leans into repeated trainer anecdotes and checklist restatement rather than fresh insight — midbook repetition is a common drop-off point.
- •annoying if you prefer theoretical or labor-market analysis rather than hands-on procedural advice; this is tactical rather than conceptual.
- •not for readers seeking rigorous empirical evidence or wide-ranging organizational theory; the tone favors practitioner prescriptions over nuanced, research-focused debate.
With unemployment rates globally at a 50year low, finding the right person for the job is increasingly difficult, expensive and often unsuccessful. In fact, almost 30% of US job seekers have left a job within the first 90 days. In HighTech HighTouch Recruiting, expert recruiter and trainer Barbara Bruno attributes these low retention rates to po...
Before You Buy
Reading Specifications
Difficulty:easy
Audience Fit
- in-house recruiting lead at a fast-growing startup trying to cut early churn — needs concrete steps to standardize intake, interviewing, and early onboarding now.
- hiring manager on a small engineering team who conducts interviews personally — wants scripts, red flags, and ways to make recruitment more human without losing speed.
- talent-acquisition trainer building a new onboarding course for junior recruiters — looking for recruiter-framed language and practical scenarios to teach interviewing and early-retention tactics.
- you'll likely put it down when the book leans into repeated trainer anecdotes and checklist restatement rather than fresh insight — midbook repetition is a common drop-off point.
- annoying if you prefer theoretical or labor-market analysis rather than hands-on procedural advice; this is tactical rather than conceptual.
- not for readers seeking rigorous empirical evidence or wide-ranging organizational theory; the tone favors practitioner prescriptions over nuanced, research-focused debate.
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Why recommended
appears in Hiring Recruiting.
Recommendation Signals
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Appears In
Not sure if this is the right fit?
Consider Good to Great by Jim Collins. Recommended by 32 sources.
“The book walks you through a multi-year research project, contrasting spectacular performers with mere survivors. The core insight—that sustained greatness hinges on disciplined people, thought, and action—feels sturdy and actionable. But the book’s arguments rely on retrospective selection of companies, and some of its darlings later faltered. You’ll find a methodical, almost monastic tone that rewards patience but may irritate if you want contemporary, tech-savvy lessons.”
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