Who: The A Method for Hiring [Unabridged] [Audible Audio Edition] Author: | Language: English | ISBN:
B001H97LVO | Format: PDF, EPUB
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It's happened to the best of us. You have a job opening to fill. You interview a range of qualified candidates and hire the best of the bunch - or so you think. You soon realize that the person who seemed like a perfect fit during the interview doesn't have what it takes to do the job.
In Who, Geoff Smart and Randy Street, of the management consulting firm ghSmart, combine their experiences training thousands of managers and executives with the most revealing and comprehensive research ever on the subject of how to hire successfully, as well as advice and stories from more than 20 billionaires and 60 CEOs. The result is a simple, four-step method for hiring with confidence, designed for everyone from the CEO on down. Who shows you how to avoid the most common pitfalls of hiring, how to identify "A Players" - people who can perform their job better than 90 percent of the candidates in their field - and how to make sure the best candidate will be excited to join your organization.
Hiring is every bit as important an element of successful business as other key principles, such as leadership and strategy. Who should be required listening for anyone in a management position.
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- Audible Audio Edition
- Listening Length: 4 hours and 47 minutes
- Program Type: Audiobook
- Version: Unabridged
- Publisher: Tantor Audio
- Audible.com Release Date: October 1, 2008
- Whispersync for Voice: Ready
- Language: English
- ASIN: B001H97LVO
I just finished reading a pre-release copy of the book Who by Geoff Smart and Randy Street. Wow, it's good. Really good.
Geoff and his father Brad Smart are well known as the team that popularized Topgrading, a thorough interview process that takes the success rate for new hires from the average of about 50% to just over 90%. I don't know of a business owner alive who wouldn't love to increase the effectiveness of the interview and hire more effectively.
Smart and Street are experts in their field - they are paid huge sums of money to do this for some of the biggest and best companies in the world. Their research estimates that the average hiring mistake costs employers 15 times the salary of the incorrect hire. The number sounds absurdly high, but when you include salary, lost productivity and opportunity costs, it's plausible. Frightening.
Who is a fast and simple read, but is heavy on content. It begins with a discussion of what they call voodoo hiring, or the process most business owners use during the interview process, and it was painful for me. I'm guilty of voodoo hiring and I'm guessing most of you are, too. Much of my process is guessing and gut feel, and is done over too short of a period of time. It's not hard to see the need for a change.
Next comes a simple explanation of why hiring "A" players is so important. They define an "A" player as the right superstar for the job, a talented person who fits in well with your company culture. B and C hires cost you money; A's make you rich.
The meat of the book is about the four keys to what they call the A Method : Scorecard, Source, Select and Sell. I can't do justice to the brilliance of the system in this short review, but here are the basics.
As a corporate director of human resources and business book author, I am always interested in new books that deal with the age-old problem of hiring the right person. I received my preview copy from Churn-baby-churn last week (great service!). It is very well written and flows smoothly from topic to topic. I must say that I was pleased with the overall content of the book but a little disappointed due to the reviews and pre-publication buzz not matching my expectations.
To begin, the subject matter is crucial to an organization's success. Some simply luck into hiring A players (even a blind hog will occasionally find an acorn) but so many do not put in the effort. This book makes a strong point that it is often a lack of effort on the part of management that prevents excellent hiring. I totally agree. I also agree with the "voodoo hiring methods" as I have seen these processes implemented through the years with astounding failure. I have been guilty of "voodoo hiring" myself.
I find difference with two aspects of the book. One is the process of using the Scorecard, Source, Select, Sell approach to hiring. Individually, they all have merit in parts or whole. However, as a system, I believe it would be somewhat cumbersome and eventually fail as a process. It also has the appearance of being a "fad" of which I strive to avoid. With that said, according to an organization's culture, select parts of this process could be adapted and implemented I believe with great success.
The other difference is the author's clear embrace of a total scientific methodology in making selections. In fact, the book states that the `gut instinct" is unreliable and should never be utilized in an interview. For the young and uninitiated manager, I agree.
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