Who: The A Method for Hiring

I probably would have liked this book more if the company I was working for hadn't tried to implement the information found here in a situation where it wasn't very applicable. The main problem is that this book is mostly geared toward hiring for executive-level positions, and a lot of the principles aren't transferable to hiring for other positions (an executive-level candidate might be OK going through 4 separate interviews, but your average Joe probably won't stay in the process that long). If you're hiring for the C-Level the this book is probably very useful; if not, you can still get some useful advise here, but don't plan on restructuring your hiring practices based on that.

A great framework for all hiring managers. Incredibly detailed and formulaic. I find the process they use around scorecards for determining job criteria to be the most helpful part and the one I've got my company to adopt. The very specific interviews questions have been less useful as I'm hiring more junior people where prior work experience is more limited and specific skills are more needed.

I've been working with an executive coach for years to improve our success rate in hiring, and have learned a lot of hard lessons from hiring toxic people. Usually these things happened by a) not defining the role crisply and ensuring I know what I'm hiring for and why b) poisoning the interviews with things like leading questions, "selling" the candidate on the position, or giving too much information so the candidate parrotted the right answers to me; or c) failing to be really data-driven in managing people and figure out what works and doesn't over time. Of all the books that I've read, "Who" is by far the closest to the hiring and management processes I've developed with my coach's guidance. (And my coach is a GENIUS at hiring, by the way. He should write his own book.)

What an amazing book on how to hire. I wish everyone was required to read this before hiring anyone or interviewing them for that matter. If 95% of interviews I have been to were conducted by people who understood this material I would have HOURS and DAYS of my life back, so would they, and we would also feel more secure about the decision either of us made in the end. Just read this book whether or not you're in a position that hires, as a person who gets interviewed it's valuable as well.

Upon being hired as the Recruiting Manager for a prestigious digital marketing company, my CEO shared that we would be using this hiring strategy. Although it’s a lengthy process, I have found that I have been able to rule out candidates in the focused interview (final) that I would have otherwise hired. That would have been a mistake. The WHO method is straight forward and you can still add your own questions. We put this formula into our JazzHR platform and it’s been a huge success in hiring right the first time.

This is the best business book out there. In a very simple way, the authors provide a fact-based approach to building a culture of "A Player" talent. They literally spell out the steps (and give you the templates) to turn their recommendations into action. I've made this book required reading in my company. Every employee now has a scorecard and hiring is only permitted if the A Method is used. It's the real deal. Thank you to Geoff and Randy for publishing this book!!!

I have heard it said that the average hiring mistake costs 15 times an employee's base salary in hard costs and productivity loss. Can your company afford this?The A Method for Hiring provides a 4 step process for getting hiring right by finding A Players that are a fit for your roles and company culture. It steps you through specific questions and insights across 4 different types of interviews you must use to make the right choice. Not to fear, it also shows you how to economize your time by quickly identifying B and C Players so you can cull them out of the process early.

Excellent review of the hiring process, with lots of great ideas. I can't imagine anyone picking this up as part of their corporate training, and not being glad they did. Mostly because very few companies use the methods practiced by the authors (or if they do, they pay someone else to teach them how to do it correctly).

A very good book covering some interesting recruitment techniques and search methods to keep the company full of the right kind of people. It’s a little bit technical but for a recruiter it might be worthwhile

Excellent content! I’ve been looking for a book like this for ages. For me it was less about the hiring process and more a self evaluation exercise.

A readable version of Topgrading from Brad Smart's son. Much more applicable in real life than Topgrading and the material is still really comprehensive.

Solid advice, and applicable immediately if you're hiring c-level or vp. Somewhat less useful for me, as I'm hiring individual contributors.Still interesting, and the process described still applies to an extent.

Excellent read thoughtful and informative. Full of examples and practical ideas plus anecdotal stories. Only downside is that it is written for the US market and therefore the majority if not all all references relate to US industry, laws and practices. That said there is still a lot to take away.