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.
Read More About Paul

What’s New?

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

Performance Management


Why Senior Managers Should Hold Skip-Level Meetings

Most companies have at least one problem department that wrestles with chronic performance and stability challenges. Yet few senior executives take the time to conduct “skip-level” meetings, where they have an opportunity to bypass their midlevel managers and speak directly with members of their extended (nonmanagerial) teams. Staff members may feel a bit uncomfortable sharing their feedback with their boss’s boss. But these meetings are healthy and should be ongoing to ensure full transparency and access to senior management.  Read More…


Viewpoint: How to Redesign Your Performance Appraisal Template

Traditionally, annual reviews focus on reaching minimal job performance thresholds and then grading upwards if someone has gone beyond the norm. “That paradigm should shift to describe outstanding performance and then grade downward if employees aren’t reaching their full potential,” said Larry Comp, principal of LTC Performance Strategies in Valencia, Calif. “Set the bar on truly effective performance, with those being rated above this level demonstrating exemplary performance.” Read More…


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…

Effective Interviewing and Hiring


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…


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


HR Template Resources for HR Managers

Unlike other products that may be found online or as part of a software suite of “HR in a Box” forms, the specialized products below are Paul’s own creations and were self-developed to bring his own HR practices to the next level. Read More…


Effective Onboarding Should Last for Months

While some organizations have very robust onboarding practices, including site visits to other corporate locations, rotations to different divisions, and meetings with senior executives, it doesn’t have to be that complicated. The easiest way to engage new hires and ensure they stay on track is to implement specific conversations at 30-, 60- and 90-day intervals to ensure a smooth transition into the new role by identifying roadblocks as quickly as possible. Read More…