"Who: The A Method for Hiring", by Geoff Smart & Randy Street
I read the book sometime around 2012 when I was hiring quite a bit.
"Who: The A Method for Hiring" offers a comprehensive and practical approach to hiring talent.
The authors introduce the A Method, a systematic and rigorous process for identifying and recruiting the best candidates.
This method focuses on four key steps:
- Scorecard: defining the job and expectations clearly
- Source: finding potential candidates through various channels
- Select: conducting effective interviews and assessments
- Sell: closing the deal and convincing the chosen candidate to join your team
The book emphasizes the significance of hiring A-players, individuals who possess not only the required skills but also the right attitude and cultural fit.
It provides actionable insights on avoiding common hiring pitfalls and ensuring a consistent and reliable hiring process.
This book provided me with some practical tips that helped with my approach to hiring.
4 key steps
The A Method for Hiring is a systematic approach to hiring top talent for your organisation, consisting of four key steps:
1. Scorecard
In the Scorecard step, you define the job role in great detail. This involves creating a clear and comprehensive job description that outlines the responsibilities, objectives, and expectations for the position. The goal is to have a precise understanding of what success looks like in this role.
Output: A well-defined job scorecard that serves as the foundation for the entire hiring process.
2. Source
Sourcing is about finding potential candidates who match the requirements outlined in the scorecard. This step involves leveraging various channels, such as job boards, social networks, employee referrals, and professional networks, to identify a pool of potential candidates. It's essential to cast a wide net to ensure you have a diverse and qualified candidate pool.
Output: A list of potential candidates sourced from different channels.
3. Select
Selecting the right candidate involves conducting effective interviews and assessments. This step is about evaluating candidates against the scorecard criteria. The authors emphasize the importance of structured interviews and asking behavioral questions to uncover past performance. The goal is to objectively assess each candidate's skills, experience, and cultural fit.
Output: Detailed interview notes and assessments for each candidate.
4. Sell
The Sell step is about closing the deal with the chosen candidate. It's crucial to understand that the hiring process is a two-way street. You need to convince the candidate that your organization is the right fit for them. This involves transparent communication about expectations, benefits, and the overall value proposition of joining your team.
Output: An enthusiastic and informed candidate who accepts your job offer.