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    Who: The A Method for Hiring
    Who: The A Method for Hiring
    Who: The A Method for Hiring
    Audiobook4 hours

    Who: The A Method for Hiring

    Written by Geoff Smart and Randy Street

    Narrated by Patrick Lawlor

    4.5/5

    ()

    About this audiobook

    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 twenty billionaires and sixty 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.
    LanguageEnglish
    PublisherTantor Media, Inc
    Release dateOct 15, 2008
    ISBN9781400178384
    Who: The A Method for Hiring
    Author

    Geoff Smart

    Geoff Smart is chairman and CEO of ghSMART, a leadership firm. He is a bestselling author, and serves as founding chairman of SmartKids Leadership Program and The Leaders Initiative.

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    Reviews for Who

    4.5/5

    50 ratings6 reviews

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    • 4/5
      A very understandable look at the primary factors you should be using in any hiring situation. Instead of leaving hiring as a 'black art' this book does a great job of allowing you to quantify the specifications for the job role to ensure a good match every time. Although I am not in a position to hire at the minute - I expect to turn back to this book in about a year.
    • 4/5
      easy read, some good suggestions for interviewing
    • 5/5
      GREAT!! A hands on practical system for hiring A-players throughout your company. It takes continual effort - not just when you need to fill a vacancy - and it's a lot of work. But so is hiring the wrong person and then having to replace them (or worse, put up with them).
    • 5/5
      Who is one of those books that isn't a great book and is nonetheless indispensable for people who are involved in hiring. The authors are consultants who have worked with people in far ranging fields, from finance to nonprofits to schools. They've developed a pretty convincing method of screening candidates. I won't go into the details here, but what I liked best was that they provide a systematic approach to hiring. The authors suggest developing a "scorecard" where you develop a clear picture of the type of person you need for the job. One develops one's resources for applicants and then embark upon a thorough regimen of interviewing candidates. This part of the book spoke to me -- the authors argue for clear and consistent processes for conducting these interviews. I've been in far too many interviews that they characterize as "voodoo" interviews, where the interviewer goes for a general feel of the candidate. The result is sloppy interviewing, full of useless idle chatter and repetitive questions. The result is that one winds up hiring based on feelings rather than a true assessment of a candidate's qualifications and relative fit. Working in education, I don't know that everything in this book is applicable, but the ideas are some direct and commonsensical that it will be easy to make the appropriate modifications. Nothing in this book will shock readers, but its presentation is thorough and provides a great starting point for people who need to conduct job interviews.
    • 4/5
      I immediately connected with the authors of this book. Their initial statement that the success of a business is not about what you make or sell but about WHO is involved has always been my philosophy. Great products or services will always suffer from less than stellar people behind them.

      The book focuses on populating your employee base with only “A Players.” For companies to excel, they need to set the bar higher in their hiring practices to the point where they select from only the top 10% of those candidates that have a 90% chance of achieving the desired outcomes for a given position.

      To meet this goal, the book defines the “A Method.” You create a scorecard to define the ideal candidate, use appropriate sources, select the right person then sell the heck out of the position to the selected candidate.

      I was impressed by the simplicity yet effectiveness of the Scorecard. It defines the outcomes and competencies that define a “job well done” so the candidate has a clear picture of what they need to accomplish to succeed. When making the selection, the “Skill-Will Bullseye” ensures that the candidate is aligned with the scorecard. One important aspect in the evaluation of the candidate is the application of the Topgrading interview method which the authors cover in great detail.

      The book also provides numerous examples of how the principles of this hiring method have been applied at successful companies. While not imperative, they are interesting and do provide some validation of the methods it includes.

      The most important point of the book perhaps is that a truly successful company will expect their managers to build teams with only “A Players.” The methodology provided is so easy to apply that the goal is well within reach.

      [As a side note, my company uses this hiring practice and it makes me feel even more privileged to have been hired by them.]
    • 5/5
      Invaluable advice for companies & teams wanting to be number 1.