Authors: Geoff Smart and Randy Street – Published in: Sep-30-2008 – Length: 208 pages
Short Who Book Summary:
Who Book Summary is a useful guide for organizations looking to enhance their recruitment practices. The authors, who are experts in executive recruiting and talent management, offer a practical framework for identifying, attracting, and hiring the best candidates. The book provides actionable advice and tools to help organizations make informed hiring decisions.
Single Line Who Book Summary
The book Who provides a practical, step-by-step methodology for organizations to identify, attract, and hire top talent.
Highly Recommended For:
- We recommend Who Book Summary to anyone involved in the hiring process, including hiring managers, recruiters, and HR professionals. The book provides a practical methodology for identifying, attracting, and hiring top talent. It can be particularly helpful for organizations looking to improve their hiring practices.
- The book is also useful for individuals looking to improve their own skills in interviewing and candidate selection.
Key Principle: Focus on Who, Not What
The key principle highlighted in the Who Book Summary is to prioritize hiring the right people for a job rather than simply filling a position with anyone who meets the minimum qualifications. This involves creating a Scorecard that outlines the necessary outcomes and competencies for the role, which can help organizations identify candidates who align with those requirements and increase the likelihood of hiring top talent that is a good match for the organization’s culture and values.
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Detailed Who Book Summary and Review
Chapter 1: Why is Hiring So Important?
In the first chapter of Who Book, the authors highlight the importance of making good hiring decisions and the negative impact of making bad hires. They argue that the cost of a bad hire can be significant and offer examples to illustrate their point.
Chapter 2: The A Method for Hiring
The authors introduce their Methods for hiring. Hiring consists of four steps, Scorecard, Source, Select, and Sell. They explain how each step contributes to making better hiring decisions and offer a preview of the methodology.
Chapter 3: Scorecard(Step 1)
The first step in the A Method is to create a scorecard that defines the role and the key competencies required for success in that position. The authors provide guidance on how to create an effective scorecard, including defining the mission of the role and setting priorities.
Chapter 4: Source (Step 2)
In this chapter, the authors offer practical advice on how to identify and attract top talent through various channels, including referrals, advertising, and recruiters. They emphasize the importance of creating a “candidate pool” and measuring the effectiveness of various sourcing strategies.
Chapter 5: Select ( Step 3)
The authors provide guidance on how to conduct effective interviews and assessments to evaluate candidates’ competencies and cultural fit. They introduce the “Topgrading” concept and offer tools for assessing candidates objectively.
Chapter 6: Select (Step 3-Continued)
This chapter continues the discussion of the previous chapter ( chapter 5) and covers how to structure interviews, ask effective questions, and evaluate candidates’ responses. The authors emphasize the importance of behavioral interviewing and offer tools for evaluating candidates’ skills and experience.
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Chapter 7: Sell (Step 4)
The final step in the A Method is to close the deal with the chosen candidate and ensure a smooth onboarding process. The authors provide guidance on how to make an offer, negotiate salary and benefits, and create a compelling vision for the future.
Chapter 8: Making Your Hiring A-Player Friendly
In this chapter, the authors offer tips on how to create a hiring process that is attractive to A-players. They emphasize the importance of transparency, speed, and communication and offer tools for measuring the effectiveness of the hiring process.
Chapter 9: Sustaining Your A-Players
The authors discuss the importance of retaining top performers and offer practical advice on how to create a culture that supports their growth and development. On the other hand, they also provide guidance on how to manage poor performers and make difficult hiring decisions.
Chapter 10: Your Action Plan
The final chapter provides a summary of the A Method and offers tools for creating an action plan to implement the methodology in your organization. Additionally, The authors emphasize the importance of continuous improvement and offer suggestions for measuring the effectiveness of the hiring process.
Lessons From Who Book Summary
Who Book Summary provides several valuable key lessons. Here are some
- Focus on who, not what
- Use the A Method for Hiring
- Conduct effective behavioral interviews
- Use objective evaluation criteria
- Implement ongoing talent management strategies
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Highly Recommended Who Book Summary for:
- We recommend Who Book Summary to anyone involved in the hiring process, including hiring managers, recruiters, and HR professionals. The book provides a practical methodology for identifying, attracting, and hiring top talent. It can be particularly helpful for organizations looking to improve their hiring practices.
- The book is also useful for individuals looking to improve their own skills in interviewing and candidate selection.
Final Verdict of Who Book Summary
Overall, Who Book Summary is a practical, easy-to-read guide to hiring top talent. The authors provide a clear roadmap for finding and hiring the best people for your organization, and they emphasize the importance of making hiring a priority in order to achieve long-term success.