Who

What's "Who: The A Method for Hiring" about?

• Focus on 'Who' Decisions: The book emphasizes that the most critical decisions in business are about who you hire, not what strategies you implement.
• Hiring Methodology: It introduces the A Method for Hiring, a structured approach to identifying and hiring A Players, or top talent, for your organization.
• Four-Step Process: The method consists of four steps: Scorecard, Source, Select, and Sell, each designed to improve hiring success rates.
• Research-Based Insights: The book is based on extensive research, including interviews with successful CEOs and a large-scale study conducted with the University of Chicago.

Why should I read "Who: The A Method for Hiring"?

• Improve Hiring Success: The book provides a proven method to increase your hiring success rate, which can significantly impact your organization's performance.
• Practical Advice: It offers actionable steps and real-world examples, making it easy to implement the strategies in your own hiring processes.
• Expert Insights: Learn from the experiences and insights of over 80 successful business leaders and industry experts.
• Career Advancement: Understanding and applying the A Method can enhance your career by helping you build stronger teams and achieve better results.

What are the key takeaways of "Who: The A Method for Hiring"?

• Importance of 'Who' Decisions: Prioritize hiring the right people over focusing solely on strategies and processes.
• Structured Hiring Process: Follow the A Method's four steps—Scorecard, Source, Select, and Sell—to systematically hire A Players.
• Avoid Voodoo Hiring: The book identifies and advises against common ineffective hiring practices, termed as "voodoo hiring methods."
• Cultural Fit Matters: Ensure candidates align with your organization's culture to prevent hiring mistakes and improve team dynamics.

What is the A Method for Hiring?

• Scorecard: Create a detailed scorecard that outlines the mission, outcomes, and competencies required for the role.
• Source: Develop a proactive sourcing strategy to generate a flow of high-quality candidates.
• Select: Use structured interviews to gather relevant data and assess candidates against the scorecard.
• Sell: Persuade top candidates to join your team by addressing their concerns and highlighting the benefits of the role.

How does the Scorecard work in the A Method?

• Mission Statement: Define the core purpose of the job in a clear and concise mission statement.
• Outcomes: List specific, measurable outcomes that the candidate must achieve to be considered successful in the role.
• Competencies: Identify the skills and behaviors necessary for achieving the outcomes and fitting into the company culture.
• Alignment: Ensure the scorecard aligns with the organization's strategy and is communicated to all relevant parties.

What are the common "voodoo hiring methods" to avoid?

• Art Critic: Relying on gut instinct to judge candidates, which is often inaccurate.
• The Sponge: Letting everyone interview the candidate without a coordinated approach, leading to superficial assessments.
• The Suitor: Spending more time selling the job to the candidate than assessing their fit for the role.
• The Fortune-Teller: Asking hypothetical questions that don't predict actual job performance.

How do you conduct a Who Interview?

• Chronological Walk-Through: Conduct a detailed, chronological interview of the candidate's career history.
• Five Key Questions: Ask about what they were hired to do, their accomplishments, low points, people they worked with, and why they left each job.
• Patterns and Data: Look for patterns in their career that align with the scorecard and indicate potential success in the role.
• Structured Approach: Use a consistent set of questions to ensure a comprehensive understanding of the candidate's background.

What is the importance of cultural fit in hiring?

• Organizational Alignment: Ensure candidates share the company's values and can thrive in its culture.
• Avoiding Misfits: Cultural misfits can lead to poor performance and high turnover, even if the candidate is otherwise talented.
• Long-Term Success: Employees who fit well culturally are more likely to be engaged, productive, and committed to the organization.
• Evaluation Process: Include cultural competencies in the scorecard and assess them during interviews.

How do you effectively sell a candidate on joining your company?

• Five F's of Selling: Address Fit, Family, Freedom, Fortune, and Fun to persuade candidates to join.
• Personalized Approach: Tailor your selling strategy to the candidate's specific needs and concerns.
• Continuous Engagement: Maintain communication and address any hesitations from the candidate or their family.
• Onboarding Support: Ensure a smooth transition and integration into the company to solidify their commitment.

What are the best quotes from "Who: The A Method for Hiring" and what do they mean?

• "Who is your number-one problem. Not what." This quote emphasizes the importance of focusing on hiring the right people rather than solely on strategies or processes.
• "In business, you are who you hire." It highlights that the success of a business is largely determined by the quality of its employees.
• "The difference between an A and a B CEO produces an order of magnitude difference in the return." This underscores the significant impact that hiring top talent can have on a company's performance.
• "The A Method for Hiring is simple. The A Method works." This reinforces the effectiveness and practicality of the hiring method presented in the book.

How can the A Method for Hiring impact my organization?

• Increased Productivity: Hiring A Players leads to higher productivity and better business outcomes.
• Reduced Turnover: A structured hiring process reduces the likelihood of hiring mistakes and turnover.
• Stronger Teams: Building a team of A Players enhances collaboration and innovation within the organization.
• Competitive Advantage: Organizations with top talent are better positioned to outperform competitors and adapt to market changes.

What research supports the A Method for Hiring?

• Extensive Interviews: The book is based on interviews with over 80 successful business leaders, including billionaires and CEOs.
• University of Chicago Study: A large-scale study conducted with the University of Chicago analyzed the traits of successful CEOs and their impact on financial performance.
• Practical Application: The method has been tested and refined through years of consulting work with thousands of managers and organizations.
• Real-World Success Stories: The book includes numerous examples of companies that have successfully implemented the A Method and achieved significant results.