Who: The A Method for Hiring – Geoff Smart and Randy Street
“Who: The A Method for Hiring” emphasizes the importance of identifying specific skills and characteristics that are critical for success in a given role, as well as using a structured interview process to evaluate candidates based on those criteria. The authors also provide practical advice on how to attract top talent and effectively onboard new hires.
Define the right outcomes
To make the right hiring decisions, you need to start by defining the outcomes you want your new hire to achieve. Be specific about the objectives and metrics you expect them to deliver, and be clear on the competencies and values required to achieve those outcomes.
Sell your company and opportunity
To attract top talent, you need to sell your company and the opportunity you are offering. Highlight the benefits of working for your organization and tailor your pitch to the candidate’s individual motivations.
Avoid common hiring mistakes
To ensure you make the right hiring decisions, avoid common mistakes such as rushing the process, relying too much on gut instincts, or neglecting reference checks.
Continuously improve your hiring process
To stay ahead of the competition, continuously evaluate and improve your hiring process. Solicit feedback from candidates and internal stakeholders, and use data and analytics to identify areas for improvement.
Evaluate candidates objectively
To avoid bias and subjective judgments, use an objective evaluation process that includes clear rating criteria and a scoring system. Use a team-based evaluation process to ensure a diversity of perspectives.
Develop a sourcing strategy
Once you have defined your hiring outcomes, you need to develop a sourcing strategy to attract the right candidates. Use a mix of channels, such as job boards, referrals, and networking events, to reach a broad pool of potential candidates.
Make data-driven hiring decisions
Use data to inform your hiring decisions, such as candidate scores, reference checks, and performance data from previous roles. Use a decision-making process that involves multiple stakeholders and takes into account the risks and benefits of each candidate.
Close the deal
Once you have found the right candidate, it’s important to close the deal quickly and effectively. This could include a formal offer letter, negotiation of compensation and benefits, and a clear onboarding plan.
Screen candidates effectively
Use a structured screening process to quickly eliminate candidates who don’t meet your hiring criteria. This could include a brief phone screen or online assessment to assess basic qualifications and fit.
Use a structured interview process
Use a structured interview process that is focused on the outcomes you want your new hire to achieve. This could include behavioral and situational questions, as well as a skills assessment or work sample exercise.
