Who: The A Method for Hiring
- Downloads：8011
- Type：Epub+TxT+PDF+Mobi
- Create Date：2022-04-14 06:54:03
- Update Date：2025-09-06
- Status：finish
- Author：Geoff Smart
- ISBN：0345504194
- Environment：PC/Android/iPhone/iPad/Kindle
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Summary
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。 The average hiring mistake costs a company $1。5 million or more a year and countless wasted hours。 This statistic becomes even more startling when you consider that the typical hiring success rate of managers is only 50 percent。
The silver lining is that "who" problems are easily preventable。 Based on more than 1，300 hours of interviews with more than 20 billionaires and 300 CEOs， Who presents Smart and Street's A Method for Hiring。 Refined through the largest research study of its kind ever undertaken， the A Method stresses fundamental elements that anyone can implement-and it has a 90 percent success rate。
Whether you're a member of a board of directors looking for a new CEO， the owner of a small business searching for the right people to make your company grow， or a parent in need of a new babysitter， it's all about Who。 Inside you'll learn how to
- avoid common "voodoo hiring" methods
- define the outcomes you seek
- generate a flow of A Players to your team-by implementing the #1 tactic used by successful businesspeople
- ask the right interview questions to dramatically improve your ability to quickly distinguish an A Player from a B or C candidate
- attract the person you want to hire， by emphasizing the points the candidate cares about most
In business， you are who you hire。 In Who， Geoff Smart and Randy Street offer simple， easy-to-follow steps that will put the right people in place for optimal success。
The silver lining is that "who" problems are easily preventable。 Based on more than 1，300 hours of interviews with more than 20 billionaires and 300 CEOs， Who presents Smart and Street's A Method for Hiring。 Refined through the largest research study of its kind ever undertaken， the A Method stresses fundamental elements that anyone can implement-and it has a 90 percent success rate。
Whether you're a member of a board of directors looking for a new CEO， the owner of a small business searching for the right people to make your company grow， or a parent in need of a new babysitter， it's all about Who。 Inside you'll learn how to
- avoid common "voodoo hiring" methods
- define the outcomes you seek
- generate a flow of A Players to your team-by implementing the #1 tactic used by successful businesspeople
- ask the right interview questions to dramatically improve your ability to quickly distinguish an A Player from a B or C candidate
- attract the person you want to hire， by emphasizing the points the candidate cares about most
In business， you are who you hire。 In Who， Geoff Smart and Randy Street offer simple， easy-to-follow steps that will put the right people in place for optimal success。
Reviews
Michael
，
Good foundation， but perilous if one’s journey stops here。
Matt Willden
，
Great book filled with highly practical guidance for hiring and retaining “A” talent。 I’ll be putting into use many of the practices detailed here。
Bjoern Rochel
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Overall a useful structured framework for hiring efforts， at least for people like me who haven’t read an awful lot on hiring so far。 I definitely see how the process outlined in here， could have helped me in the past and where the process of my former employer severely lacked for example。 Just for that it was useful to readCould be half the size of pages， if you rip out all anecdotal stories though。Some parts in the book feel a bit too sales oriented and I definitely also disagree with the push Overall a useful structured framework for hiring efforts， at least for people like me who haven’t read an awful lot on hiring so far。 I definitely see how the process outlined in here， could have helped me in the past and where the process of my former employer severely lacked for example。 Just for that it was useful to readCould be half the size of pages， if you rip out all anecdotal stories though。Some parts in the book feel a bit too sales oriented and I definitely also disagree with the push to hire uber-specialised people （especially if you’re a startup）。 Overall solid thoughIgnore those parts， the rest is useful nevertheless 。。。more
Almas Kebekbayev
，
Practical recommendations on sourcing and hiring the talent
Nilesh Ukey
，
The book 'Who' addresses an important issue for managers and business leaders - HIRING。 Now that economic activity has recovered and the job market is in full swing， we are in a phase coined as The Great Resignation。 Organizations are struggling to keep up with the hiring needs， and for most managers， a good hiring process is akin to mysterious black art， that’s difficult to identify and implement。 The ability to hire a great team member is now recognized as a superpower。 Authors Geoff and Randy The book 'Who' addresses an important issue for managers and business leaders - HIRING。 Now that economic activity has recovered and the job market is in full swing， we are in a phase coined as The Great Resignation。 Organizations are struggling to keep up with the hiring needs， and for most managers， a good hiring process is akin to mysterious black art， that’s difficult to identify and implement。 The ability to hire a great team member is now recognized as a superpower。 Authors Geoff and Randy say， "Your success as a manager/businessperson is simply the result of how good you are at hiring the people around you"。 In their book 'Who'， they share how to identify the problems in your hiring processes and practical ways to fix them。 The book is a result of interviewing 300 CEOs and 20 billionaires。 And offers a framework for hiring A-class team members。 The A-method of hiring can be implemented by anyone to solve their hiring process problems。 This method consists of - - Preparing a Scorecard - Knowing how to Source talent - Knowing how to Select （conduct interviews）- and lastly， how to Sell your brand We， at Nickelfox Technologies， are happily implementing the A-method and are already seeing great results。 A highly recommended book for Managers and business people。 Book#: 177 #LearningNeverEnds #CuriousTitans #Hiring 。。。more
Doug Scott
，
A straight-forward process for applying a consistent approach to the recruiting and hiring process。 Can also be applied for internal promotion and succession planning。 Liked it as a refresher and reinforcement of the importance of a process for recruiting top talent。 I’ve found that， although processes are sometimes implemented， managers fall back on intuition and don’t apply the required rigor to ensure consistent success in hiring。 All in all， a good book。
Karrea Kolb
，
Very interesting read on how to find and hire 'A' players。 Had lots of examples and case studies。 Very interesting read on how to find and hire 'A' players。 Had lots of examples and case studies。 。。。more
Allie
，
This book provides helpful insights into the hiring process。 My only complaint is that it is written as though it is oriented towards selling a product， rather than simply sharing useful information。
Esben Kranc
，
There's a great focus on people in this book with a strong point of making people satisfied and hiring "A players"， the world's best people。 Do not get fooled by lacking due diligence， source from your network， go through rigorous filtering with scientific precision， and understanding the value of people， and you can create the greatest organizations！ There's a great focus on people in this book with a strong point of making people satisfied and hiring "A players"， the world's best people。 Do not get fooled by lacking due diligence， source from your network， go through rigorous filtering with scientific precision， and understanding the value of people， and you can create the greatest organizations！ 。。。more
Gavin
，
The rigorous process outlined in this book seems tailored for high-ranking executives instead of general workers。 It also seems to be built around a fundamental distrust of candidates， with pointed threats of reference checks， as a way to keep candidates honest about their experience and job history。 To be honest， I’d probably find the process exhausting and mentally draining as a candidate。 I think there’s plenty of good advice in here about getting specific with your job description and gradin The rigorous process outlined in this book seems tailored for high-ranking executives instead of general workers。 It also seems to be built around a fundamental distrust of candidates， with pointed threats of reference checks， as a way to keep candidates honest about their experience and job history。 To be honest， I’d probably find the process exhausting and mentally draining as a candidate。 I think there’s plenty of good advice in here about getting specific with your job description and grading rubric， but I’d want to dial back the intensity of the interviews they outline here。 Especially in a job market like today， I don’t think candidates would put up dealing with such intense scrutiny！ 。。。more
Joseph Costa
，
Reads as pretty typical executive cluelessness。 There’s some helpful things but very little relevant and most of the examples are “x did this one thing and in doing so creates financial freedom and less stress ta-da！”。 Nothing related to modern day hiring and a lot of hard ass tactics that don’t work
Brydolphin13
，
Easy read and actionable steps。 Now to go hire some A players！
Jeremiah Ross
，
I wish that I would have read this book prior to performing hundreds of interviews during 2020 & 2021。 The authors provide a framework for team-based decision-making that emphasizes aligning a candidate's skills and personal interest with each job requirement， courting potential A-players， and then selling internal stakeholders on the right candidate。 While the book's processes and scorecards can be easily applied， the authors only superficially describe interview and analytical techniques。 Read I wish that I would have read this book prior to performing hundreds of interviews during 2020 & 2021。 The authors provide a framework for team-based decision-making that emphasizes aligning a candidate's skills and personal interest with each job requirement， courting potential A-players， and then selling internal stakeholders on the right candidate。 While the book's processes and scorecards can be easily applied， the authors only superficially describe interview and analytical techniques。 Readers would be best served to find complimentary books that drill down into behavioral interview techniques， interpersonal communication， and organizational psychology。 。。。more
Otso Rasimus
，
Who has good table of contents and is a good overview of a recruitment process。 While concise， it's message could be presented more to the point。 The business stories used to strengthen the book's arguments read like ones， rather than being interesting by themselves。 Who has good table of contents and is a good overview of a recruitment process。 While concise， it's message could be presented more to the point。 The business stories used to strengthen the book's arguments read like ones， rather than being interesting by themselves。 。。。more
Shanzi
，
While this method of recruiting may still be effective for C-level hires， it’s completely outdated when it comes to the types of hires we’ll need to make in bulk: namely Gen Z workers who will scoff at the idea of a lengthy referral process or interview questions that “scare” them into the truth。
Clement
，
The original writing and thoughts on top-grading as a method。I agree with the emphasis on hiring A-players and compiled an agree-up-on set of criteria for the job。 However， I am afraid some of the techniques used in the book are a bit outdated in the tech world （hinting/threatening at checking the candidates' reference for their complete honesty）。 In real-world practice， this set of questions does not filter quite well on motivation and can easily fail on background biases due to a lack of clear The original writing and thoughts on top-grading as a method。I agree with the emphasis on hiring A-players and compiled an agree-up-on set of criteria for the job。 However， I am afraid some of the techniques used in the book are a bit outdated in the tech world （hinting/threatening at checking the candidates' reference for their complete honesty）。 In real-world practice， this set of questions does not filter quite well on motivation and can easily fail on background biases due to a lack of clear signal。 。。。more
Maris
，
Wonderfully satisfying read！ It mainly targets how to hire people who are A players for cool companies that know what they want and where they are going， but by proxy its also advice for job seekers on how to think of job interviews， current career outlooks and career plans。It's filled with straight up actionable advice， specific questions to ask at different stages of the interview， and its main focus is really just around great people。 Building an awesome team allows for doing some really awes Wonderfully satisfying read！ It mainly targets how to hire people who are A players for cool companies that know what they want and where they are going， but by proxy its also advice for job seekers on how to think of job interviews， current career outlooks and career plans。It's filled with straight up actionable advice， specific questions to ask at different stages of the interview， and its main focus is really just around great people。 Building an awesome team allows for doing some really awesome things， and finding and keeping awesome people means to sincerely care about people， and everything around them such as their own goals and aspirations， as well as their families。There's emphasis that when you want to find and hire A players， you'll have the best time by asking other A players - basically hiring via your professional network。 A players tend to know A players。 This can come off as the usual 50% rule where most jobs are not advertised publicly， but it makes it make sense both for the A players that would like to be hired at such places， as well as to the employers since going through the hiring process can be really fruitless and time wasting if not done properly。I took loads of notes， and will refer back to this wonderful book！ Comes off as a method to find the best people， take care of them in the right ways to achieve the greatest things together！ 。。。more
Mike Lewis
，
Really good book for people who are hiring a bunch。 Basically a sequel of the old classic Topgrading but easier to read and filled with lots of good practical advice。 I recommend
Luke
，
Great way to think about hiring and execute the process。 Clear and actionable。 The examples are mainly applicable to exec hiring rather than engineering hiring but good general principles
Evija Celma
，
Pilnīgi izmanīja manus priekšstatus par to， kādai ir jābūt darba intervijai。 Izcila rokasgramāta， kas pasaka priekšā gan par formu， gan par to， kādi jautājumi jāuzdod un ko dotās atbildes nozīmē。
Tim
，
This book has pretty basic but solid advice about hiring。 There is nothing surprising here。 It basically boils down to: focusing on getting the right person for the specific role you need， remembering that social skills and cultural fit are important， and to always be hiring （not just when a need arises）。 The authors recommend a 4 interview process: a screening interview， a detailed deep dive going through the candidates whole career （all successes and failures）， a focused interview going throug This book has pretty basic but solid advice about hiring。 There is nothing surprising here。 It basically boils down to: focusing on getting the right person for the specific role you need， remembering that social skills and cultural fit are important， and to always be hiring （not just when a need arises）。 The authors recommend a 4 interview process: a screening interview， a detailed deep dive going through the candidates whole career （all successes and failures）， a focused interview going through the job tasks， and a reference interview。 And that's basically it。 Now you don't have to read the book。 。。。more
Dmitry Stetsenko
，
I really liked the book。 Though not all the rules the authors describe are applicable for my case with the candidates below the C-level， I find the ideas very useful。 The book is easy to read and well-structured。
Jonathan Bernwieser
，
A must read for anyone who wants to understand how to REALLY get the best players to join the team。It's a very easy to read step by step manual with many good examples from sourcing to signing how to make sure only the right people make it into your team。 A must read for anyone who wants to understand how to REALLY get the best players to join the team。It's a very easy to read step by step manual with many good examples from sourcing to signing how to make sure only the right people make it into your team。 。。。more
Andrey
，
Great framework with plenty of examples， although for hiring CEOs
Matej yangwao
，
This review has been hidden because it contains spoilers。 To view it， click here。 Books shows you few tactics whenever you're hiring your first ten folks 😄 bad ones and good ones。 It shows your few usual hiring cognitive traps and proper questions， great hiring manual if you recently raised bags :）≥The most important decisions that business people make are not what decisions， but who decisions。≥“Who” refers to the people you put in place to make the “what” decisions。≥The success of your business is simply the result of how good you are at hiring the people around you。≥Due dil Books shows you few tactics whenever you're hiring your first ten folks 😄 bad ones and good ones。 It shows your few usual hiring cognitive traps and proper questions， great hiring manual if you recently raised bags :）≥The most important decisions that business people make are not what decisions， but who decisions。≥“Who” refers to the people you put in place to make the “what” decisions。≥The success of your business is simply the result of how good you are at hiring the people around you。≥Due diligence takes time， and time is the one commodity most lacking in busy managers' lives。 One of the hardest challenges is to hire people from outside the company and one of the fundamental failures in the hiring process is a resume。≥A resume is a record of a person's career with all of the accomplishments embellished and all the failures removed。≥Executives who are talented in so many ways have trouble finding the right people for their teams≥The Art CriticWhen it comes to judging art， going on gut instinct sometimes works just fine。 A good art critic can make an accurate appraisal of a painting within minutes。≥You need to hire people who have at least a 90% chance of succeeding in the role you have defined。≥Gores learned to rely on people with job-specific talents rather than gunning for all-around athletes。≥Scorecards are the guardians of your culture。 The beauty of scorecards is that they are not just documents used in hiring。 They become the blueprint that links the theory of strategy to the reality of execution。 Finding great people is getting harder， but it is not impossible。 Systematic sourcing before you have slots to fill ensures you have high – quality candidates waiting when you need them。≥What are your career goals？• What are you good at professionally？• What are you not good at or not interested in doing professionally？≥The questions are:• What were you hired to do？• What accomplishments are you most proud of？• What were some of the low points during that job？• Who are the people you worked with？• Why did you leave that job？≥In the A method， five simple questions are asked during the reference interview:• In what context did you work with the person？• What were the person's biggest strengths？• What were the person's most areas for improvement back then？• How would you rate his/her overall performance in that job on a 1-10 scale？ What about his/her performance causes you to give that rating？• The person mentioned that he/she struggled with some things in the job， can you tell me more about that？≥Care about what they care about。 It turns out that candidates tend to care about 5 things。≥The 5 areas are called the five F's of selling， and they are fit， family， freedom， fortune， and fun。 ≥Fit ties together the company's vision， needs， and culture with the candidate's goals， strengths， and values。• Family takes into account the broader trauma of changing jobs。• Freedom is the autonomy the candidate will have to make his or her decisions。• Fortune reflects the stability of your company and the overall financial upside。• Fun describes the work environment and personal relationships the candidate will make。≥The waves are:• When you source• When you interview• The time between your offer and the candidate's acceptance• The time between the candidate's acceptance and his or her first day• The new hire's first one hundred days on the job≥“Who are the most talented people you know？” Get new names， continue to build your list， and continue to talk with at least one person per week。 。。。more
Vlad K
，
В целом неплохо， может даже хорошо， но для текущего 2021 года мало применимо。
Vugar
，
Hiring （+ team building） is almost 1/3 of my work and I'm always traying to learn something new in this topic。 I had high expectations from this book but it fell short。 Seems the authors preserved the "you can't find on the internet" things for their paid courses。 Hiring （+ team building） is almost 1/3 of my work and I'm always traying to learn something new in this topic。 I had high expectations from this book but it fell short。 Seems the authors preserved the "you can't find on the internet" things for their paid courses。 。。。more
Meaghan Graham
，
As a recruiter my manager recommended this book to me as we follow the scorecard system at my current company。 This book really opened my eyes to why it is so beneficial to follow a scorecard， ask and dig into questions and build relationships with candidate's you are interviewing。 I would definitely recommend this book for anyone internally building a recruitment process from the ground up！ As a recruiter my manager recommended this book to me as we follow the scorecard system at my current company。 This book really opened my eyes to why it is so beneficial to follow a scorecard， ask and dig into questions and build relationships with candidate's you are interviewing。 I would definitely recommend this book for anyone internally building a recruitment process from the ground up！ 。。。more
Sardie
，
Such a great read！ Great reference book。
Omri Flicker
，