Who

I picked up this book a few months ago and quickly realized that I needed to treat it as a text book or reference book. I took lots of notes, created scripts, developed processes based on this book. The result has been the most thorough interview process I could imagine and it's leading to getting the right person for the role. We've already implemented it with the last 3 hires and keep getting better hires each time. If you're hiring people, this should be a required reading. Even if you implement one chapter, you will be better off on your next hire. But you'll save yourself lots of trouble if you get the book, the audio book, the ebook and take the time to fully implement every part of the process the authors lay out for you. Things we've specifically changed were -Scorecard development -Improved our sourcing methods -We stopped asking voodoo hiring questions -Structured the phone screening -Followed the Top Grading interview process exactly -Implemented the focus interviews by the team We've still got to do the reference interviews. We plan on getting to that soon. Our last 3 hires were 2 entry level positions and 1 manager. Following this process helped us to weed out people who are just good at interviewing but not great for the role. It also helped us to find people who were lying on their resume, exaggerating their work history, exposing their lack of knowledge about the role we were hiring for. Buy this book! Implement it! It's going to be worth millions for you!!

Interesting book

"In business, you are who you hire." "Who: The A Method for Hiring" by Geoff Smart and Randy Street (of ghSMART) is a book on recruting or hiring. During the global economic crisis, hiring is not less significant, it is more significant than ever. As the authors addressed that the who mistakes are pricey, most organisations are still implementing the voodoo hiring methods (the book says there are ten; pretty scary and they are true). The authors wrote the method, A method, that ghSMART (the authors' company) implemented with hundreds of clients and, as they claimed, the method has worked for them. Contents (The A Method) -Scorecard: A Blueprint for Success It's a bit ironic that the authors always say "Who, not what" but the first step of the A method is the what. Anyway, the scorecard needs to have clear "Mission" rather than vague job descriptions we normally see. Specific and tangible "Outcomes" are also necessary together with critical "Competencies". The scorecard will be the blueprint of the recruiting process. We need a person that can get the job done, not an all-round athlete with a perfect resume but hangs around doing nothing. - Source: Generating a Flow of A Players This chapter tells us how to have more and better candidates. The best method that the book suggests is "Referrals" from friends, partners, employess, etc. The distant second and third are from recruiters and researchers. - Select: The Four Interviews for Spotting A Players Interview processes are "almost a random predictor" of job performance. That's the case with "traditional" interviews, author stated. They wrote a series of four interviews; screening interview, Topgrading interview, focused interview, and reference interview. This is the best part of the book. - Sell: The Top Five Ways to Seal the Deal The authors elaborated The Five F's of Selling; Fit, Family, Freedom, Fortune, Fun and the Five Waves of Selling or the phase that you can convince the candidate. ... Now, I'll try to compare this book, Who, to the ideal business book or a book that is "easy to understand, distinct, practical, reliable, insightful, and provides great reading experience." Ease of Understanding: 8/10: "Who" is easy to understand. The subject is very focused, "how to get the A player?". The subject is adequately explained and the contents are in order, Scorecard, Source, Select, and Sell. Distinction: 6/10: I have to admit that I do not read much on recruitment but things like scorecard is not new and we all know that referral is among the best methods of getting great candidates. Nevertheless, the critical distinction of the book is how things are put in nice and simple order. Practicality: 9/10: Forget rocket science theories on motivation and high intellectual psychology, this book cuts the waste and put you straight into action. It tells you how to do the scorecard, how to source, how to conduct the interview, and how to convince the candidate. A point is taken because the method will probably work best with the top-ranked hires rather than new graduates. If we are going to hire for the lower-rank candidates (that's the majority of the population by the way!), we have to simplify the method by ourselves. Credibility: 7/10: The author stated that the A method works and it works with hundred of clients. From the experience and quotes by clients and success stories; the method sounds credible. However, the success, as the author claimed, of the method is very sentimental; it is measured mostly by customer satisfaction, I believe. It will be great if we have the data of the new recruits that actually outperform the scorecard, but measuring that will be tough. Insight: 5/10: Because the book is destined to be very practical and straight to the point, you will not see highly detailed information of those topics. They are mostly "what it is, why it should be done, how it must be done, and examples or quotes" and move on to the next topic. Reading Experience: 6/10: It is like reading a recruiting manual (a good one). There are stories all over the book but they are in glimpses and flashes. Having more stories of clients will be more fun and engaging but I believe that's not the point of "Who". Overall: 6.8/10: If you are going to work alone for the rest of your career, skip the book (and you won't be reading this review anyway!). If you are hiring or going to hire someone in the future, this book is a must buy. Personally, I am sure that I will come back to this book many times in the future. I agree with the author when they wrote "you are who you hire". Since I do not want to be a B or C player, I'll be looking for only A and The A Mothod sounds right to me.

A companion book to Topgrading by Brad Smart, this little handbook takes the Topgrading concepts to the next level by providing a guide to using Topgrading to improve hiring for your organization. In the world of Topgrading, there are three types of employees: A, B, and C. "A" employees are in the top ten percent of skill and ability for their position. "B" employees are in the next 25 percent, and C employees make up the rest. High performing organizations are filled with A and B players and do their best to help C employees improve to the A or B level or be released from the organization. Topgrading includes sample interview guides and describes hiring methods to make sure you hire A and B players from the get go. The book, Who, simplifies the Topgrading concepts by creating a system for hiring: Source, Scorecard, Select, and Sell. These four systems work together to ensure you hire the best employees possible. A further breakdown looks like this: 1) Source: Constantly reach out to A players in the market and create a list of people you would like to work for you. This way, when an opening occurs, you will have a strong Source to fill the spots. 2) Scorecard: Determine the key elements you are looking for in your position and design a scorecard for each key role you will be hiring. Use that scorecard to screen out who you will bring in for in-depth interviews. Careful screening prevents a host of problems in hiring. 3) Select: Determine who is best for the position through an in-depth Topgrade interview. The best predictor of future success is past success--don't cut corners in reference checking. 4) Sell: "A" players have options. Work hard to sell your organization to them. The screening interview process was a highlight of this book. Who is a must have resource for every HR director and leader who wants to attract and secure top talent for their organization.

This book is effective in showing what useful hiring practices look like in successful companies. It is useful for those who are taking classes in management that need to see different concepts put to work by actual business leaders. The authors have a very narrative quality which makes the book enjoyable to read even though there are a lot of data used along with the text. Overall, the book laid out a detailed action plan that can help you analyze what you need to improve and what you need to change. It is thought provoking for people who are about to start in the business world, forcing us to analyze our preconceived notions about hiring.

Some great insight to hiring executives or investment bankers, but very nuanced and lots of jargon. They throw "99% of the time" statements so much it devalues a certain amount of the time they spent on this research project.

It's a kind of manual of how to find the right person in the right job, made by the experience of several leaders in different industries. Very recommended for every executive or entrepreneur that want to have the best motivated and talented players in their teams.

Who: The A Method for Hiring describes a complete hiring process, which is incredibly handy if you are an HR professional overhauling your procedures. Even if you are not that HR professional, you can still glean some helpful hints out of this book. Like most good business books I've read, there's nothing complicated about the suggestions. The value is gained through putting the simple ideas together and illustrating the relationships. The "Get Curious: What, How, Tell Me More" section is a great example of the kind of value I found. To be fair, many of the examples they give involve selecting candidates for banks and investment firms. They were great examples when the book was published, but lost a little credibility in an era of TARP bailouts. Still, the advice presented in this book is sound and I would recommend it to any hiring manager.

If you’ve been recruiting your team based on gut feelings or personal impressions, stop right now and read this book first. Who: The A Method for Hiring gives you a clear, structured, and practical system to identify, attract, and hire top talent. It takes the guesswork out of hiring and replaces it with a proven method that saves time, reduces costly mistakes, and helps you build high-performing teams. A game-changer for anyone serious about hiring the right people.

Super helpful guide for creating a solid interview structure to get A players on your team!

Se siete alla ricerca di una strategia su CHI assumere per la vostra azienda. Questo libro vi fornisce la giusta chiave per indirizzare le vostre scelte sulla figura migliore per l’azienda.

An incredible resource that teaches you how to hire A players, whatever roles you're hiring, regardless of whether you're an agency or an internal recruiter.

Libro básico para la búsqueda de personal, hacer procesos realmente eficientes de filtro y contratación. El libro es ameno y los casos prácticos ayudan a situarte. Muy recomendable.