Who: The A Method for Hiring
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Kindle Edition Verified Purchase. I probably would have liked this book more if the company I was working for hadn't tried to implement the information found here in a situation where it wasn't very applicable. The main problem is that this book is mostly geared toward hiring for executive-level positions, and a lot of the principles aren't transferable to hiring for other positions an executive-level candidate might be OK going through 4 separate interviews, but your average Joe probably won't stay in the process that long.
If you're hiring for the C-Level the this book is probably very useful; if not, you can still get some useful advise here, but don't plan on restructuring your hiring practices based on that. I've been working with an executive coach for years to improve our success rate in hiring, and have learned a lot of hard lessons from hiring toxic people. Usually these things happened by a not defining the role crisply and ensuring I know what I'm hiring for and why b poisoning the interviews with things like leading questions, "selling" the candidate on the position, or giving too much information so the candidate parrotted the right answers to me; or c failing to be really data-driven in managing people and figure out what works and doesn't over time.
Of all the books that I've read, "Who" is by far the closest to the hiring and management processes I've developed with my coach's guidance.
To see what your friends thought of this book, please sign up. Good, short read on a systematic way of hiring for your company. In this instant New York Times Bestseller, Geoff Smart and Randy Street provide a simple, practical, and effective solution to what The Economist calls "the single biggest problem in business today" unsuccessful hiring. They literally spell out the steps and give you the templates to turn their recommendations into action. Achieve lasting weight loss with mini habits.
He should write his own book. What an amazing book on how to hire. I wish everyone was required to read this before hiring anyone or interviewing them for that matter. Just read this book whether or not you're in a position that hires, as a person who gets interviewed it's valuable as well. Excellent review of the hiring process, with lots of great ideas. I can't imagine anyone picking this up as part of their corporate training, and not being glad they did.
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Mostly because very few companies use the methods practiced by the authors or if they do, they pay someone else to teach them how to do it correctly. Audible Audiobook Verified Purchase. A great framework for all hiring managers. Incredibly detailed and formulaic.
I find the process they use around scorecards for determining job criteria to be the most helpful part and the one I've got my company to adopt. The very specific interviews questions have been less useful as I'm hiring more junior people where prior work experience is more limited and specific skills are more needed.
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One person found this helpful. I have heard it said that the average hiring mistake costs 15 times an employee's base salary in hard costs and productivity loss. Can your company afford this? The A Method for Hiring provides a 4 step process for getting hiring right by finding A Players that are a fit for your roles and company culture. It steps you through specific questions and insights across 4 different types of interviews you must use to make the right choice. Not to fear, it also shows you how to economize your time by quickly identifying B and C Players so you can cull them out of the process early.
This is the best business book out there. In a very simple way, the authors provide a fact-based approach to building a culture of "A Player" talent. They literally spell out the steps and give you the templates to turn their recommendations into action. I've made this book required reading in my company. Every employee now has a scorecard and hiring is only permitted if the A Method is used.
It's the real deal. Thank you to Geoff and Randy for publishing this book!!!
Who: The A Method for Hiring
I just moved into a role at a tech company where I would have to be doing a bit of hiring, and without a lot of experience in it I was concerned it would be my downfall. At the recommendation of a friend, I grabbed this book and read it cover to cover. I've since been implementing the methodology they outline and it's had a hugely positive impact on my ability to assess a candidate for a role.
I've found the job scorecard, screening interview and Topgrading interviews to be the most useful part of the overall methodology. See all reviews. Most recent customer reviews. Published 1 month ago. Published 2 months ago. Published 3 months ago.
A simple 4-step method for hiring the right people with a 90% success rate. Save Money. Learn how to save $M by avoiding a single hiring mistake. Editorial Reviews. From Booklist. Think of Who as the literal and figurative son of TopGrading Who: The A Method for Hiring 1st Edition, Kindle Edition. by.
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Be certain you can answer the three Ps, Performance, output compared to Plan, Peers. Focused interview, a deeper dive into potential A candidates. This is usually to explore one or two competencies or outcomes that best describes success in the job position being filled. More discussion on accomplishments and past mistakes, anyone that is not willing to talk about past mistakes probably has an ego problem. Also, some significant effort to explore the cultural fit. Sell, in the sales interview, keep in mind that A applicants probably have options other than your organization, you have to sell the job.
Proper compensation is important, but it is probably not the deal breaker. For instance, the authors have found relocating to be a bigger issue, family has ties to the area, kids are in school, etc. Sell the fit between applicant and job and organization. Sell the freedom, we do not micromanage A players.
Sell family, we are aware you have a life and respect that. Sell fortune, not just initial compensation, but what success means in five years, variable comp, etc. Sell fun, a talented person in a good fit in a great organization is going to be fun. Work with HR, know the law, do not ask illegal questions, but push hard. Use standard questions that are relevant to the targeted job position. Email us at info sans. The Effect of Training Data By Ryan O'Grady Jul By Chris Culling Aug SANS is a 'giving back to the community factory.