The A Method for Hiring

by Geoff Smart , Randy Street

Number of pages: 188

Publisher: Ballantine Books

BBB Library: Human Resources

ISBN: 9780345504197

About the Authors

Geoff Smart : Geoff is Chairman & Founder of ghSMART, a leadership consulting firm


Randy Street : Randy Street is the Managing Partner of ghSMART, a leadership advisory


Editorial Review

Who refers to the people you put in place to make the what decisions. Who is running your sales force? Who is occupying the corner office? Who is where the magic begins, or where the problems start. We have identified four parts of the hiring process where failure typically occurs. It does not matter whether a person is being hired as a call-center worker or the CEO of a $50 billion financial institution.

Book Reviews

"Easy read with a nice blend of research (and it is well researched) and stories to drive home the points." -Sans Technology Institute

"The “A” method for hiring is all about hiring “A” players. That is those employees that are going to help drive your business." - Thor Projects

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Wisdom to Share

"Who" is your number - one problem? Not "what".

Focusing solely on "what" means you’ll continue to feel stressed, make less money than you desire, and lack the time to do what you want.

The average hiring mistake costs fifteen times an employee's base salary in hard costs and productivity loss.

A single hiring blunder on a $100,000 employee can cost a company $1.5 million or more.

A single hiring blunder on a $100,000 employee can cost a company $1.5 million or more.

People who think they are naturally equipped to "read" people on the fly are setting themselves to be fooled big-time.

Selling the right way ensures you avoid the biggest pitfalls that cause the people you want the most to take their talents elsewhere.

Evaluating cultural fit obviously begins with evaluating your company's culture.

The best salesperson in the world is the wrong hire if you value respect for the others and he is openly disrespectful.

Maybe the greatest benefit of in-house sourcing, though, is how it alters the mindset throughout an enterprise.

Recruiters remain a key source for executive talent, if you expose them to the inner culture and workings of your business.

It is recommended that you conduct the screening interview by phone and that you take no more than thirty minutes.