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Summary Of Who

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This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school administrators.

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Summary Of Who

  1. 1. By Charlie A. Roy Summary, Notes, and Reflection for School Leaders A Summary of "Who: The A Method for Hiring"
  2. 2. Context of the Book <ul><li>Published in September of 2008 </li></ul><ul><li>Authors Randy Street and Geoff Smart </li></ul><ul><li>http://www.ghsmart.com/ </li></ul>
  3. 3. Not what but “who” <ul><li>It’s all about the people </li></ul><ul><li>Any current issues that are people driven? </li></ul>
  4. 4. Common Mistakes in Hiring <ul><li>Art Critic </li></ul><ul><li>Sponge </li></ul><ul><li>Prosecutor </li></ul><ul><li>Suitor </li></ul><ul><li>Trickster </li></ul><ul><li>Animal Lover </li></ul><ul><li>Chatter Box </li></ul><ul><li>Psychological Test </li></ul><ul><li>Fortune Teller </li></ul>
  5. 5. Essential of the A Method <ul><li>Scorecard </li></ul><ul><li>Sourcing </li></ul><ul><li>Selecting </li></ul><ul><li>Selling </li></ul>
  6. 6. Scorecard <ul><li>Begin with end in mind </li></ul><ul><ul><li>Mission Statement </li></ul></ul><ul><ul><li>Outcomes </li></ul></ul><ul><ul><li>Competencies </li></ul></ul>
  7. 7. Scorecard - Example <ul><li>Dean of Students Position </li></ul><ul><ul><li>Mission: The dean will ensure the enforcement of the school’s discipline policies by being firm fair and consistent in administering his/ her duties. The dean will accomplish this by working in a collaborative way with students, families, staff, and the administration. </li></ul></ul>
  8. 8. Scorecard - Example <ul><li>Dean of Students Position </li></ul><ul><ul><li>Outcomes: </li></ul></ul><ul><ul><ul><li>General perception on annual survey indicates families are pleased with level of discipline. </li></ul></ul></ul><ul><ul><ul><li>Staff and Students rate the dean as highly effective at the year end survey. </li></ul></ul></ul><ul><ul><ul><li>Major Infractions are minimized by being working to prevent major issues. </li></ul></ul></ul><ul><ul><ul><li>A plan is developed for afterhours building supervision. </li></ul></ul></ul><ul><ul><ul><li>A new effective program for dealing with cyberbullying issues is implemented. </li></ul></ul></ul>
  9. 9. Scorecard - Competencies <ul><li>Competencies </li></ul><ul><ul><li>Collaborative </li></ul></ul><ul><ul><li>Interpersonal Skills </li></ul></ul><ul><ul><li>Sense of responsibility to rules tempered with judgment </li></ul></ul><ul><ul><li>Understanding of proper discipline philosophy </li></ul></ul><ul><ul><li>Commitment to Mission of the School </li></ul></ul><ul><ul><li>Forward Thinking </li></ul></ul><ul><ul><li>Willingness to take risks </li></ul></ul>
  10. 10. Sourcing <ul><li>Finding the Applicant Pool </li></ul><ul><ul><li>Referrals </li></ul></ul><ul><ul><li>Recruiters </li></ul></ul><ul><ul><li>Researchers </li></ul></ul>
  11. 11. Referral Sources <ul><li>Asking current “A” staff </li></ul><ul><li>Local colleges and Universities </li></ul><ul><li>Other school principals </li></ul><ul><li>Middle School Teachers </li></ul><ul><li>Friends and Family </li></ul>
  12. 12. Selecting <ul><li>Four Interview Types </li></ul><ul><ul><li>Screening </li></ul></ul><ul><ul><li>Top Grading </li></ul></ul><ul><ul><li>Focused </li></ul></ul><ul><ul><li>Reference Interview </li></ul></ul>
  13. 13. Selecting <ul><li>Screening Interview </li></ul><ul><ul><li>What are your career goals? </li></ul></ul><ul><ul><li>What do you excel at professionally? </li></ul></ul><ul><ul><li>What are you not good at or unwilling to do professionally? </li></ul></ul><ul><ul><li>Who were your previous bosses and how will they rate you on a scale of 1-10 when we speak with them? </li></ul></ul>
  14. 14. Screening Interview <ul><li>Keys to success </li></ul><ul><ul><li>½ hour or so max on the phone </li></ul></ul><ul><ul><li>Stick to questions and explain format </li></ul></ul><ul><ul><li>Do with a partner or two to listen as well. </li></ul></ul><ul><ul><li>Note answers on sheet </li></ul></ul><ul><ul><li>Write bosses names down and ask to spell as they are mentioned. </li></ul></ul>
  15. 15. Top Grading Interview <ul><li>1. What were you hired to do or what did you do in your previous job? </li></ul><ul><li>2. What accomplishments are you most proud of? </li></ul><ul><li>3. What were the lowpoints of your past jobs? </li></ul><ul><li>4. Who were the people you worked with what will they say about you? (boss and coworkers specifically) </li></ul><ul><li>5. Why did you leave that job? </li></ul>
  16. 16. Top Grading Interview <ul><li>Key points </li></ul><ul><ul><li>Successive in terms of all previous jobs </li></ul></ul><ul><ul><li>Start in terms of early to most recent employment history </li></ul></ul><ul><ul><li>Could take 1 to 3 hours depending on employment history </li></ul></ul><ul><ul><li>Do with team present </li></ul></ul><ul><ul><li>Be prepared to pause and refocus so the conversation keeps going. </li></ul></ul><ul><ul><li>Look for “push vs. pull” </li></ul></ul><ul><ul><li>Use 3 p’s to evaluate accomplishments (Past, Peers, and Plan) </li></ul></ul>
  17. 17. Reference Interview <ul><li>Essential </li></ul><ul><ul><li>Bosses </li></ul></ul><ul><ul><li>Co-Workers </li></ul></ul><ul><ul><li>Subordinates </li></ul></ul><ul><ul><li>Should be arranged by the interviewee. </li></ul></ul>
  18. 18. Reference Interview <ul><li>Things to be aware of </li></ul><ul><ul><li>Not willing to help </li></ul></ul><ul><ul><li>Only wants to give dates of employment </li></ul></ul><ul><ul><li>Use hypothetical questions </li></ul></ul><ul><ul><li>Stick to same questions in screening interview </li></ul></ul>
  19. 19. The Sell <ul><li>Fit </li></ul><ul><li>Family </li></ul><ul><li>Fortune </li></ul><ul><li>Freedom </li></ul><ul><li>Fun </li></ul>
  20. 20. The Education Sell <ul><li>Fit </li></ul><ul><li>Collaboration </li></ul><ul><li>Learning Community </li></ul><ul><li>Opportunity for Growth </li></ul><ul><li>Leaders in Change </li></ul>
  21. 21. Photo credits <ul><li>http://www.flickr.com/photos/kitaro_san/459299691/ </li></ul><ul><li>http://www.flickr.com/photos/dreadfuldan/746297725/ </li></ul><ul><li>http://www.flickr.com/photos/86598108@N00/184720748/ </li></ul>
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This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school administrators.

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