Introduction
Are you tired of making hiring mistakes? Imagine having a team of A Players who consistently exceed your expectations and drive your company’s success. “Who: The A Method for Hiring” by Geoff Smart and Randy Street provides a clear path to achieving this goal.
This business and leadership book offers a practical, data-driven approach to finding and selecting the best talent. In this summary, we’ll explore the key principles of the A Method and how you can use them to transform your hiring process. Get ready to learn actionable strategies for defining roles, sourcing candidates, conducting effective interviews, and “selling” top performers on joining your team.
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Key Facts
- Book Title: Who: The A Method for Hiring
- Author: Geoff Smart, Randy Street
- Year Published: 2008
- Genres: Business, Nonfiction, Management, Human Resources & Personnel Management, Leadership
- Number of Pages: 166
- Amazon Ratings: 4.5/5
About the Author
Dr. Geoff Smart is the Chairman & Founder of ghSMART, a leadership advisory firm. The firm provides guidance to Fortune 500 CEOs and boards. He also works with billionaire entrepreneurs and heads of state.
Geoff is a New York Times bestselling author. He wrote Who, Leadocracy, and Power Score: Your Formula for Leadership Success.
Main Points
“Who: The A Method for Hiring” by Geoff Smart and Randy Street offers a straightforward, practical method for making better hiring decisions. It emphasizes the importance of focusing on “who” rather than “what” – meaning you should prioritize finding the right people over fixating solely on business strategies or processes.
The authors argue that hiring mistakes are costly and common, but also preventable. Their A Method outlines a four-step process for building a winning team:
1. Define the Role with a Scorecard
A scorecard acts as your blueprint for success when hiring. It goes beyond a simple job description to clearly define what success looks like in the role.
Think of it like an architect’s blueprint for a house. You wouldn’t start construction without one, and you shouldn’t hire someone without a detailed scorecard. This document outlines three crucial components:
Mission: This concisely describes the core purpose of the role. Why does this position exist? What is its primary objective? For example, a sales representative’s mission might be “to exceed revenue targets while building strong customer relationships.”
Outcomes: These are specific, measurable objectives the person must achieve to demonstrate success. Instead of listing activities (like “making sales calls”), focus on quantifiable results (like “closing $1 million in new business”).
Competencies: Determine the skills and behaviors required to achieve the outcomes. Consider both role-specific competencies (like negotiation skills for a sales role) and cultural competencies that align with your company values (like teamwork or integrity).
A well-defined scorecard provides clarity for you and the candidate. It sets clear expectations from the start, reducing the chances of hiring the wrong person.
2. Proactively Generate a Flow of A Players
Finding top talent requires a proactive approach, not just waiting for candidates to appear. Smart and Street highlight the importance of building a robust pipeline of “A Players.” These are individuals with a 90% chance of achieving outcomes that only the top 10% of possible candidates could accomplish.
Forget relying solely on job postings or hoping the perfect resume lands on your desk. The authors advocate for building a network and actively seeking out potential A Players. They recommend several strategies:
- Tap your network: Reach out to your professional and personal contacts, asking for referrals. Talented individuals tend to know other talented individuals.
- Leverage employee referrals: Encourage your current team to recommend strong candidates. They understand your culture and the demands of the role.
- “Deputize” friends of the firm: Develop relationships with advisors or industry experts who can provide valuable insights and candidate recommendations.
- Utilize external recruiters: If you work with recruiters, choose them carefully and provide them with your scorecard to guide their search.
- Implement a sourcing system: Develop a system for tracking potential candidates, scheduling regular follow-up calls, and nurturing relationships.
By consistently implementing these strategies, you create a consistent flow of promising individuals, increasing your chances of finding true A Players.
3. Utilize a Rigorous, Four-Interview Selection Process
Say goodbye to “voodoo hiring” methods like relying on gut instinct or using trick questions. The A Method prescribes a structured, four-interview process that unveils a candidate’s track record and reveals if their skills and motivations align with your needs.
Each interview has a specific purpose and builds upon the previous one, culminating in a clear picture of the candidate’s potential:
- Screening interview: This brief phone call filters out unsuitable candidates early on. Focus on their career goals, strengths, weaknesses, and past performance ratings from their bosses.
- Who interview: This in-depth interview, lasting 1.5-3 hours, dives into the candidate’s career history. By asking five simple questions for each job they’ve held, you uncover patterns of behavior and performance.
- Focused interviews: Involve other team members to conduct shorter interviews that target specific outcomes and competencies from the scorecard. This provides a multi-faceted view of the candidate.
- Reference interviews: Talk to past bosses, peers, and subordinates to verify information gathered in previous interviews. Pay close attention to what they say and how they say it, looking for any red flags or inconsistencies.
By applying this four-interview system, you gather rich data points to help you assess candidates against your scorecard. You move beyond superficial impressions to make a well-informed hiring decision.
4. Seal the Deal by “Selling” the Right Candidate
Finding the right candidate is only half the battle. You need to convince them to join your company. Smart and Street emphasize the importance of “selling” the opportunity by focusing on what they call the five F’s:
- Fit: Demonstrate how the candidate’s goals, talents, and values align with your company’s vision, strategy, and culture. Make them feel like they belong.
- Family: Acknowledge the impact a job change can have on the candidate’s family and offer support to make the transition as smooth as possible.
- Freedom: Assure them they’ll have the autonomy to do their job well and won’t be micromanaged.
- Fortune: Highlight the financial upside of joining your company, including salary, benefits, and potential for growth.
- Fun: Showcase the positive aspects of your company culture and work environment.
Selling goes beyond just making an offer. It’s a continuous process that begins during sourcing and continues through the first one hundred days on the job. By addressing these five areas, you create a compelling proposition that will attract top talent.
Why the A Method Works
The A Method is a simple, practical framework for improving your hiring process. It shifts your focus from reactive to proactive. Instead of trying to fix hiring mistakes after they happen, you take steps to prevent them from occurring in the first place.
This method is not about complicated theories or gimmicks. It’s about asking the right questions, gathering relevant information, and making data-driven decisions. By applying this system, you can build a team of A Players who will drive your business forward.
The book is packed with real-world examples from CEOs and business leaders, making it relatable and actionable for managers at every level. If you’re ready to transform your hiring process and build a winning team, “Who: The A Method for Hiring” is your guide.
Quotes
1. “Who is your number-one problem. Not what.”
This quote sets the stage for the entire book. It challenges you to shift your focus from business strategies and processes (“what”) to the people you hire (“who”). Smart and Street emphasize that building a great team is the foundation for achieving any business goal.
2. “Your success as a manager is simply the result of how good you are at hiring the people around you.”
This powerful statement highlights the direct link between your hiring decisions and your success as a leader. If you want to excel in your role, you need to prioritize finding and nurturing A Players. The authors make it clear that hiring is not just an HR function, it’s a core leadership responsibility.
3. “Otherwise smart people struggle to hire strangers.”
This quote pinpoints a common challenge: even experienced professionals often lack a structured approach to hiring. Smart and Street encourage you to ditch “voodoo hiring” methods and embrace a systematic process to find the best candidates.
4. “Don’t hire the generalist. Hire the specialist.”
This advice is a game-changer for anyone involved in hiring. It challenges the common misconception that “well-rounded” individuals are the best fit for every role. Instead, the authors advocate for identifying the specific skills and expertise needed for each position and finding specialists who excel in those areas.
5. “You’ve got to do whatever it takes when you are sure you have identified the right person. You do whatever you can.”
This quote underscores the importance of persistence in the hiring process. Finding A Players takes effort and dedication. You can’t give up at the first sign of resistance. If you truly believe someone is the right fit for your team, you need to go the extra mile to land them.
This quote, while humorous, serves as a metaphor for approaching challenges strategically.
Who Book Review
“Who: The A Method for Hiring” is a fantastic read for anyone involved in hiring, from CEOs to entry-level managers. It presents a clear, concise, and actionable method for finding and selecting A Players – those top performers who drive success.
Strengths
This book shines in its practicality. Smart and Street pack it with real-world examples, insightful quotes from industry leaders, and step-by-step instructions. They provide clear explanations for each element of the A Method.
You’ll learn how to:
- Create a scorecard to define success in any role
- Source candidates effectively through referrals and networking
- Conduct insightful interviews using their signature “Who Interview” technique
- Sell the best candidates on joining your team
The book’s structure is logical and easy to follow. Each chapter builds on the previous one, gradually guiding you through the entire hiring process. The authors write in a friendly and conversational style. They make you feel like you are having a conversation with a trusted mentor.
Weaknesses
While the book is strong overall, some may find the emphasis on structured interviewing a bit rigid. Remember that the A Method is a framework, not a strict set of rules. Adjust the techniques to suit your specific needs and company culture.
Best Format
The physical book is probably the best format. It allows you to easily highlight key points and refer back to them later. You might also appreciate the clear layout of the “scorecard” examples.
Recommendation
I recommend this book to any manager or business owner who wants to improve their hiring process. It’s a must-read for entrepreneurs building their first team and established leaders looking for a more effective way to find top talent. You’ll gain valuable insights to help you make better hiring decisions and build a winning team.
Conclusion
So there you have it! You’ve just gotten a glimpse into the power of the “Who” method for hiring. By focusing on building a team of A Players, you can revolutionize your company’s performance and achieve remarkable results.
Remember, hiring the right people is an investment worth making. Smart and Street’s insightful advice will help you avoid costly mistakes and create a thriving work environment where everyone contributes their best.
FAQs
1. What is the A Method for Hiring?
The A Method is a structured, four-step process for finding and selecting A Players. It emphasizes defining the role clearly, proactively sourcing candidates, conducting rigorous interviews, and “selling” the right people on joining your team.
2. What is a Scorecard, and how do I create one?
A scorecard is your blueprint for hiring success. It defines what success looks like in a role, outlining the mission, outcomes, and competencies needed. To create one, think about the position’s primary objective, the measurable results you expect, and the skills and behaviors required to achieve those results.
3. How do I find A Players?
Finding A Players requires a proactive approach. Network with people in your field, ask your current team for referrals, and consider “deputizing” friends of the firm who can offer valuable insights.
4. What is the “Who Interview”?
The Who Interview is a structured interview technique that focuses on a candidate’s career history. It involves asking five specific questions for each job they’ve held to reveal their track record and identify patterns of behavior.
5. How do I sell the best candidates on joining my company?
Selling the opportunity means focusing on what matters to them. Address their needs related to fit, family, freedom, fortune, and fun. Demonstrate how joining your team will benefit them personally and professionally.
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Leon Blake is a recognized expert in simplifying complex narratives into digestible book summaries that serve the busy, modern reader. Holding a Master’s degree in English Literature, Leon specializes in creating engaging summaries that help readers quickly grasp the essence of a book. His work supports those who are eager to learn but have limited time, offering insights into a wide array of genres.
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