The Big Idea: to win in business, learn how to recruit A players.
Chapter 1: Your #1 Problem
- Stop using voodoo hiring methods: gut instinct, lots of interviews, brainteasers, personality questions, small-talk questions, pop psychology tests, IQ tests, hypothetical cases
- An A Player candidate: has a 90%+ chance of achieving a set of outcomes that only the top 10% of possible candidates could achieve.
- A Player Method based on research studies and interviews.
- Four steps to the A Player Method
- 1) Scorecard: outcomes, competencies
- 2) Sourcing
- 3) Select: series of structured interviews
- 4) Sell
- The fastest way to improve a company’s performance is to improve the talent.
Chapter 2: Scorecard
- Mission: executive summary of the job’s purpose
- Outcome: 3-4 specific outcomes to achieve
- Competencies: behavioral and cultural fit
Chapter 3: Source
- Best: referrals from your personal and professional network
- Encourage your team to be 24/7 talent scouts.
Chapter 4: Select
- Screening interview: short, phone-based, eliminate B and C players (see book for script)
- Who interview: 2-3 hours, chronological walk-through of a person’s career, divided into chapters (see book for script)
- Focused interview: focus on the scorecard, not the candidate, evaluate behavioral/cultural fit (see book for script)
- Reference interview: call all references, 3 bosses, 2 peers/customers, 2 subordinates, a lukewarm endorsement is a clear no (see book for more tips)
Chapter 5: Sell (5 F’s)
- Fit: culture, vision, goals
- Family: mostly related to relocation
- Freedom: autonomy
- Fortune: financial stability/upside
- Fun: work environment and team
Chapter 6: Your Greatest Opportunity
- What contributed most to business success?
- Management talent 52%
- Execution 20%
- Strategy 17%
- Make people a top priority.
- Follow the A Player Method.
- Cast a clear vision for the company.
- Recognize and reward people for following the A Player Method.
- The scoreboard for a CEO depends on the situation and the stage of the company.
- Using scorecards to evaluate your existing team for promotions, raises, and bonuses.