Description:
Editorial Reviews
Reviews:
5.0 out of 5 stars Outlines a structured approach to hiring
I enjoyed reading this book. I like the structured approach it lays out for hiring, the commentary on common pitfalls, and specificity throughout. I hope to leverage what I’ve learned in this book at my company.
5.0 out of 5 stars amazing book
Best 4 hours of my life in reading about recruitment. Hiring A players makes a great company great and this book gives clear methods and examples. Will get my whole leadership team to read it and also to implement it across my companies
4.0 out of 5 stars Are you the A manager?
"In business, you are who you hire.""Who: The A Method for Hiring" by Geoff Smart and Randy Street (of ghSMART) is a book on recruting or hiring. During the global economic crisis, hiring is not less significant, it is more significant than ever. As the authors addressed that the who mistakes are pricey, most organisations are still implementing the voodoo hiring methods (the book says there are ten; pretty scary and they are true). The authors wrote the method, A method, that ghSMART (the authors' company) implemented with hundreds of clients and, as they claimed, the method has worked for them.Contents (The A Method)-Scorecard: A Blueprint for SuccessIt's a bit ironic that the authors always say "Who, not what" but the first step of the A method is the what. Anyway, the scorecard needs to have clear "Mission" rather than vague job descriptions we normally see. Specific and tangible "Outcomes" are also necessary together with critical "Competencies". The scorecard will be the blueprint of the recruiting process. We need a person that can get the job done, not an all-round athlete with a perfect resume but hangs around doing nothing.- Source: Generating a Flow of A PlayersThis chapter tells us how to have more and better candidates. The best method that the book suggests is "Referrals" from friends, partners, employess, etc. The distant second and third are from recruiters and researchers.- Select: The Four Interviews for Spotting A PlayersInterview processes are "almost a random predictor" of job performance. That's the case with "traditional" interviews, author stated. They wrote a series of four interviews; screening interview, Topgrading interview, focused interview, and reference interview. This is the best part of the book.- Sell: The Top Five Ways to Seal the DealThe authors elaborated The Five F's of Selling; Fit, Family, Freedom, Fortune, Fun and the Five Waves of Selling or the phase that you can convince the candidate....Now, I'll try to compare this book, Who, to the ideal business book or a book that is "easy to understand, distinct, practical, reliable, insightful, and provides great reading experience."Ease of Understanding: 8/10: "Who" is easy to understand. The subject is very focused, "how to get the A player?". The subject is adequately explained and the contents are in order, Scorecard, Source, Select, and Sell.Distinction: 6/10: I have to admit that I do not read much on recruitment but things like scorecard is not new and we all know that referral is among the best methods of getting great candidates. Nevertheless, the critical distinction of the book is how things are put in nice and simple order.Practicality: 9/10: Forget rocket science theories on motivation and high intellectual psychology, this book cuts the waste and put you straight into action. It tells you how to do the scorecard, how to source, how to conduct the interview, and how to convince the candidate. A point is taken because the method will probably work best with the top-ranked hires rather than new graduates. If we are going to hire for the lower-rank candidates (that's the majority of the population by the way!), we have to simplify the method by ourselves.Credibility: 7/10: The author stated that the A method works and it works with hundred of clients. From the experience and quotes by clients and success stories; the method sounds credible. However, the success, as the author claimed, of the method is very sentimental; it is measured mostly by customer satisfaction, I believe. It will be great if we have the data of the new recruits that actually outperform the scorecard, but measuring that will be tough.Insight: 5/10: Because the book is destined to be very practical and straight to the point, you will not see highly detailed information of those topics. They are mostly "what it is, why it should be done, how it must be done, and examples or quotes" and move on to the next topic.Reading Experience: 6/10: It is like reading a recruiting manual (a good one). There are stories all over the book but they are in glimpses and flashes. Having more stories of clients will be more fun and engaging but I believe that's not the point of "Who".Overall: 6.8/10: If you are going to work alone for the rest of your career, skip the book (and you won't be reading this review anyway!). If you are hiring or going to hire someone in the future, this book is a must buy. Personally, I am sure that I will come back to this book many times in the future. I agree with the author when they wrote "you are who you hire". Since I do not want to be a B or C player, I'll be looking for only A and The A Mothod sounds right to me.
5.0 out of 5 stars You are WHO you hire
A companion book to Topgrading by Brad Smart, this little handbook takes the Topgrading concepts to the next level by providing a guide to using Topgrading to improve hiring for your organization. In the world of Topgrading, there are three types of employees: A, B, and C. "A" employees are in the top ten percent of skill and ability for their position. "B" employees are in the next 25 percent, and C employees make up the rest. High performing organizations are filled with A and B players and do their best to help C employees improve to the A or B level or be released from the organization. Topgrading includes sample interview guides and describes hiring methods to make sure you hire A and B players from the get go.The book, Who, simplifies the Topgrading concepts by creating a system for hiring: Source, Scorecard, Select, and Sell. These four systems work together to ensure you hire the best employees possible. A further breakdown looks like this:1) Source: Constantly reach out to A players in the market and create a list of people you would like to work for you. This way, when an opening occurs, you will have a strong Source to fill the spots.2) Scorecard: Determine the key elements you are looking for in your position and design a scorecard for each key role you will be hiring. Use that scorecard to screen out who you will bring in for in-depth interviews. Careful screening prevents a host of problems in hiring.3) Select: Determine who is best for the position through an in-depth Topgrade interview. The best predictor of future success is past success--don't cut corners in reference checking.4) Sell: "A" players have options. Work hard to sell your organization to them.The screening interview process was a highlight of this book. Who is a must have resource for every HR director and leader who wants to attract and secure top talent for their organization.
5.0 out of 5 stars Fantastic Book On Sourcing, Recruiting and Hiring "A" Players
Picked up the book on Saturday and devoured it by Sunday night. This is an excellent book on sourcing, recruiting and hiring "A" players into your organization. This book is really geared towards hiring the leaders and salespeople into your organization in a systematic and proven method.I took away of ton of information on not only hiring new employees for success, but also how to setup internal promotions for success. The scorecard that is outlined throughout the book is a game changer for our organization and will be implemented immediately. It ties what is virtually a job description into a scorecard for employees/leaders that rolls right into performance and incentive reviews.This book filled in several missing concepts for me and will be an effective way to assist our managers and leaders in sourcing and motivating new and existing employees.This will help us add and develop "A" players to our team and help us reach out aggressive growth goals.Great reference book for years to come.
3.0 out of 5 stars Good stuff, not the answer to every hiring need.
Some great insight to hiring executives or investment bankers, but very nuanced and lots of jargon. They throw "99% of the time" statements so much it devalues a certain amount of the time they spent on this research project.
5.0 out of 5 stars practical and realistic views
This book gave practical tactics in finding the best people and discipline to follow when interviewing candidates. Highly recommend for someone who is looking to breakthrough.
Must-Read for Every Hiring Manager
If you’ve been recruiting your team based on gut feelings or personal impressions, stop right now and read this book first. Who: The A Method for Hiring gives you a clear, structured, and practical system to identify, attract, and hire top talent. It takes the guesswork out of hiring and replaces it with a proven method that saves time, reduces costly mistakes, and helps you build high-performing teams. A game-changer for anyone serious about hiring the right people.
une methode de recrutement top
une excellente methode pour recruter simple efficace pratique. pour l avoir mise en ouvre tres efficace
#1 all time playbook for hiring — VC and Entrepreneur recommendation
As a tenured venture investor and entrepreneur, this is the book I recommend to the CEO of every company I invest in as the playbook for hiring thoughtfully
Amazing book
Amazing book higly recommended for interviers.
Spunti interessanti
Se siete alla ricerca di una strategia su CHI assumere per la vostra azienda. Questo libro vi fornisce la giusta chiave per indirizzare le vostre scelte sulla figura migliore per l’azienda.
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Who
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Visit the Ballantine Books Store
Who
AED7975
Quantity:
Order today to get by 7-14 business days
Delivery fee of AED 20. Free for orders above AED 200.
Imported From: United States
At BOLO, we work hard to ensure the products you receive are new, genuine, and sourced from reputable suppliers.
BOLO is not an authorized or official retailer for most brands, nor are we affiliated with manufacturers unless specifically stated on a product page. Instead, we source verified sellers, authorized distributors or directly from the manufacturer.
Each product undergoes thorough inspection and verification at our consolidation and fulfilment centers to ensure it meets our strict authenticity and quality standards before being shipped and delivered to you.
If you ever have concerns regarding the authenticity of a product purchased from us, please contact Bolo Support. We will review your inquiry promptly and, if necessary, provide documentation verifying authenticity or offer a suitable resolution.
Your trust is our top priority, and we are committed to maintaining transparency and integrity in every transaction.
All product information, images, descriptions, and reviews originate from the manufacturer or from trusted sellers overseas. BOLO is not affiliated with, endorsed by, or an authorized retailer for most brands listed on our website unless stated otherwise.
While we strive to display accurate information, variations in packaging, labeling, instructions, or formulation may occasionally occur due to regional differences or supplier updates. For detailed or manufacturer-specific information, please contact the brand directly or reach out to BOLO Support for assistance.
Unless otherwise stated, all prices displayed on the product page include applicable taxes and import duties.
BOLO operates in accordance with the laws and regulations of United Arab Emirates. Any items found to be restricted or prohibited for sale within the UAE will be cancelled prior to shipment. We take proactive measures to ensure that only products permitted for sale in United Arab Emirates are listed on our website.
All items are shipped by air, and any products classified as “Dangerous Goods (DG)” under IATA regulations will be removed from the order and cancelled.
All orders are processed manually, and we make every effort to process them promptly once confirmed. Products cancelled due to the above reasons will be permanently removed from listings across the website.
Description:
Editorial Reviews
Reviews:
5.0 out of 5 stars Outlines a structured approach to hiring
I enjoyed reading this book. I like the structured approach it lays out for hiring, the commentary on common pitfalls, and specificity throughout. I hope to leverage what I’ve learned in this book at my company.
5.0 out of 5 stars amazing book
Best 4 hours of my life in reading about recruitment. Hiring A players makes a great company great and this book gives clear methods and examples. Will get my whole leadership team to read it and also to implement it across my companies
4.0 out of 5 stars Are you the A manager?
"In business, you are who you hire.""Who: The A Method for Hiring" by Geoff Smart and Randy Street (of ghSMART) is a book on recruting or hiring. During the global economic crisis, hiring is not less significant, it is more significant than ever. As the authors addressed that the who mistakes are pricey, most organisations are still implementing the voodoo hiring methods (the book says there are ten; pretty scary and they are true). The authors wrote the method, A method, that ghSMART (the authors' company) implemented with hundreds of clients and, as they claimed, the method has worked for them.Contents (The A Method)-Scorecard: A Blueprint for SuccessIt's a bit ironic that the authors always say "Who, not what" but the first step of the A method is the what. Anyway, the scorecard needs to have clear "Mission" rather than vague job descriptions we normally see. Specific and tangible "Outcomes" are also necessary together with critical "Competencies". The scorecard will be the blueprint of the recruiting process. We need a person that can get the job done, not an all-round athlete with a perfect resume but hangs around doing nothing.- Source: Generating a Flow of A PlayersThis chapter tells us how to have more and better candidates. The best method that the book suggests is "Referrals" from friends, partners, employess, etc. The distant second and third are from recruiters and researchers.- Select: The Four Interviews for Spotting A PlayersInterview processes are "almost a random predictor" of job performance. That's the case with "traditional" interviews, author stated. They wrote a series of four interviews; screening interview, Topgrading interview, focused interview, and reference interview. This is the best part of the book.- Sell: The Top Five Ways to Seal the DealThe authors elaborated The Five F's of Selling; Fit, Family, Freedom, Fortune, Fun and the Five Waves of Selling or the phase that you can convince the candidate....Now, I'll try to compare this book, Who, to the ideal business book or a book that is "easy to understand, distinct, practical, reliable, insightful, and provides great reading experience."Ease of Understanding: 8/10: "Who" is easy to understand. The subject is very focused, "how to get the A player?". The subject is adequately explained and the contents are in order, Scorecard, Source, Select, and Sell.Distinction: 6/10: I have to admit that I do not read much on recruitment but things like scorecard is not new and we all know that referral is among the best methods of getting great candidates. Nevertheless, the critical distinction of the book is how things are put in nice and simple order.Practicality: 9/10: Forget rocket science theories on motivation and high intellectual psychology, this book cuts the waste and put you straight into action. It tells you how to do the scorecard, how to source, how to conduct the interview, and how to convince the candidate. A point is taken because the method will probably work best with the top-ranked hires rather than new graduates. If we are going to hire for the lower-rank candidates (that's the majority of the population by the way!), we have to simplify the method by ourselves.Credibility: 7/10: The author stated that the A method works and it works with hundred of clients. From the experience and quotes by clients and success stories; the method sounds credible. However, the success, as the author claimed, of the method is very sentimental; it is measured mostly by customer satisfaction, I believe. It will be great if we have the data of the new recruits that actually outperform the scorecard, but measuring that will be tough.Insight: 5/10: Because the book is destined to be very practical and straight to the point, you will not see highly detailed information of those topics. They are mostly "what it is, why it should be done, how it must be done, and examples or quotes" and move on to the next topic.Reading Experience: 6/10: It is like reading a recruiting manual (a good one). There are stories all over the book but they are in glimpses and flashes. Having more stories of clients will be more fun and engaging but I believe that's not the point of "Who".Overall: 6.8/10: If you are going to work alone for the rest of your career, skip the book (and you won't be reading this review anyway!). If you are hiring or going to hire someone in the future, this book is a must buy. Personally, I am sure that I will come back to this book many times in the future. I agree with the author when they wrote "you are who you hire". Since I do not want to be a B or C player, I'll be looking for only A and The A Mothod sounds right to me.
5.0 out of 5 stars You are WHO you hire
A companion book to Topgrading by Brad Smart, this little handbook takes the Topgrading concepts to the next level by providing a guide to using Topgrading to improve hiring for your organization. In the world of Topgrading, there are three types of employees: A, B, and C. "A" employees are in the top ten percent of skill and ability for their position. "B" employees are in the next 25 percent, and C employees make up the rest. High performing organizations are filled with A and B players and do their best to help C employees improve to the A or B level or be released from the organization. Topgrading includes sample interview guides and describes hiring methods to make sure you hire A and B players from the get go.The book, Who, simplifies the Topgrading concepts by creating a system for hiring: Source, Scorecard, Select, and Sell. These four systems work together to ensure you hire the best employees possible. A further breakdown looks like this:1) Source: Constantly reach out to A players in the market and create a list of people you would like to work for you. This way, when an opening occurs, you will have a strong Source to fill the spots.2) Scorecard: Determine the key elements you are looking for in your position and design a scorecard for each key role you will be hiring. Use that scorecard to screen out who you will bring in for in-depth interviews. Careful screening prevents a host of problems in hiring.3) Select: Determine who is best for the position through an in-depth Topgrade interview. The best predictor of future success is past success--don't cut corners in reference checking.4) Sell: "A" players have options. Work hard to sell your organization to them.The screening interview process was a highlight of this book. Who is a must have resource for every HR director and leader who wants to attract and secure top talent for their organization.
5.0 out of 5 stars Fantastic Book On Sourcing, Recruiting and Hiring "A" Players
Picked up the book on Saturday and devoured it by Sunday night. This is an excellent book on sourcing, recruiting and hiring "A" players into your organization. This book is really geared towards hiring the leaders and salespeople into your organization in a systematic and proven method.I took away of ton of information on not only hiring new employees for success, but also how to setup internal promotions for success. The scorecard that is outlined throughout the book is a game changer for our organization and will be implemented immediately. It ties what is virtually a job description into a scorecard for employees/leaders that rolls right into performance and incentive reviews.This book filled in several missing concepts for me and will be an effective way to assist our managers and leaders in sourcing and motivating new and existing employees.This will help us add and develop "A" players to our team and help us reach out aggressive growth goals.Great reference book for years to come.
3.0 out of 5 stars Good stuff, not the answer to every hiring need.
Some great insight to hiring executives or investment bankers, but very nuanced and lots of jargon. They throw "99% of the time" statements so much it devalues a certain amount of the time they spent on this research project.
5.0 out of 5 stars practical and realistic views
This book gave practical tactics in finding the best people and discipline to follow when interviewing candidates. Highly recommend for someone who is looking to breakthrough.
Must-Read for Every Hiring Manager
If you’ve been recruiting your team based on gut feelings or personal impressions, stop right now and read this book first. Who: The A Method for Hiring gives you a clear, structured, and practical system to identify, attract, and hire top talent. It takes the guesswork out of hiring and replaces it with a proven method that saves time, reduces costly mistakes, and helps you build high-performing teams. A game-changer for anyone serious about hiring the right people.
une methode de recrutement top
une excellente methode pour recruter simple efficace pratique. pour l avoir mise en ouvre tres efficace
#1 all time playbook for hiring — VC and Entrepreneur recommendation
As a tenured venture investor and entrepreneur, this is the book I recommend to the CEO of every company I invest in as the playbook for hiring thoughtfully
Amazing book
Amazing book higly recommended for interviers.
Spunti interessanti
Se siete alla ricerca di una strategia su CHI assumere per la vostra azienda. Questo libro vi fornisce la giusta chiave per indirizzare le vostre scelte sulla figura migliore per l’azienda.
Similar suggestions by Bolo
More from this brand
Similar items from “Management”
Share with
Or share with link
https://www.bolo.ae/products/U0345504194