Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Geoff Smart PDF on Who: The A Method for Hiring

21,845 views

Published on

Source: https://www.scribd.com/doc/294958417/Geoff-Smart-Session-May-16-2010

Published in: Career
  • There is a REAL system that is helping thousands of people, just like you, earn REAL money right from the comfort of their own homes. The entire system is made up with PROVEN ways for regular people just like you to get started making money online... the RIGHT way... the REAL way. ♣♣♣ http://t.cn/AisJWCv6
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • D0WNL0AD FULL ▶ ▶ ▶ ▶ http://1lite.top/Q3RCo ◀ ◀ ◀ ◀
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Paid To Write? Earn up to $200/day on with simple writing jobs. ♥♥♥ http://t.cn/AieXSfKU
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Tap Into The Magic of The Universe. Discover the Universe's 7 sacred "Sign Posts" that lead the way to your heart�s greatest desires! Register now for a free report. ■■■ http://scamcb.com/manifmagic/pdf
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • The "Magical" Science Behind The Law of Attraction ■■■ https://bit.ly/30Ju5r6
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Geoff Smart PDF on Who: The A Method for Hiring

  1. 1. © 2010 by ghSMART. All rights reserved. www.ghsmart.com Geoff Smart CEO, ghSMART Author of #1 bestselling book on the #1 topic in business Who: The A Method for Hiring Co-Creator of Topgrading®, and Leadership Advisor to Billionaires, Boards, and CEOs Session Hosted by Verne Harnish Gazelles, Inc. May 13, 2010 Important Notice ©2010 ghSMART Executive Learning, Inc. All rights reserved. Printed in the United States of America. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or use of any information-storage or retrieval system, for any purpose without the express written permission of ghSMART, except that purchaser may make paper copies of the Scorecard, Screening Interview Guide, Topgrading Interview® Guide, Focused Interview Guide, and Reference Interview Guide for personal use. ghSMART® and the ghSMART A Method for Hiring™ are registered trademarks of ghSMART & Company, Inc. Topgrading® and Topgrading Interview® are registered trademarks of Dr. Brad Smart of Smart & Associates, Inc. and ghSMART & Company, Inc. 1
  2. 2. © 2010 by ghSMART. All rights reserved. www.ghsmart.com 1. Hiring mistakes are your #1 problem. 2. On average, managers make hiring mistakes 50% of the time, and each mistake costs 15x the person’s base salary. 3. The A Method is a solution to your #1 problem, and will improve your hiring success rate from 50% to 90%. 4. The A Method has four parts: • Scorecard – documents exactly what you want a person to accomplish in a role. • Source – generating a flow of the right candidates. • Select - structured interviews to gather the relevant facts about a person to rate a scorecard and make an informed hiring decision. • Sell – an approach for persuading candidates to join. 5. You can do it! You can improve your ability to hire the right people and enjoy your career more, make more money, and have more time. Summary 2
  3. 3. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The A Method for HiringTM 3
  4. 4. © 2010 by ghSMART. All rights reserved. www.ghsmart.com Scorecard Example Role: General Manager Mission: RiverCo is a manufacturer of hydro-electric turbines, pumps, and industrial tools. The mission for the General Manager is to grow RiverCo’s largest division from $200M to $400M over the next five years. The General Manager will have full P&L accountability and responsibility for over 300 staff. Outcomes Ratings and Comments (to be completed after interview) 1 Grow revenue from $200M to $400M over the next five years, achieving 15% annual growth. Existing products will represent 80% of this growth. New products will account for the remaining 20%. A John is currently the VP Sales of a $500M company and has consistently grown revenue by 20% per year. 2 Build a team composed of 90% or more A Players within the next three years (currently about 20%). • Ensure 100% of direct reports are A Players within a year. • Ensure consistent use of the A Method for Hiring in division. A This is a strength. John consistently evaluates his team, brings in A Players, and develops his people. 3 Expand capacity to accommodate 15% annual growth. Current plant nearing capacity. Expansion must be obtained through operational efficiencies. B John understands operations enough to know how sales impacts capacity, but has limited experience in a plant. Competencies Ratings and Comments Hires A players A Analytical skills A Creative/innovative B Slow to recognize new ways of doing things Persistent A Open to criticism and others’ ideas B Does not listen to ideas from others which could inhibit his ability to address plant capacity given his lack of experience there. 4
  5. 5. © 2010 by ghSMART. All rights reserved. www.ghsmart.com Build Your Scorecard Mission Outcomes Ratings and Comments Competencies Ratings and Comments 5
  6. 6. © 2010 by ghSMART. All rights reserved. www.ghsmart.com Sourcing Challenge Seeking Referrals Name 10 contacts of whom you can ask, “Who are the most talented people you know that I should consider hiring?” 1. ___________________ 2. ___________________ 3. ___________________ 4. ___________________ 5. ___________________ 6. ___________________ 7. ___________________ 8. ___________________ 9. ___________________ 10.___________________ I will commit to calling at least one of these contacts a week until I have called them all (Yes/No). Recruiting Bounty: I will consider offering employees a referral bounty for recruiting of $_________ and make a go/no go decision by ________(date). Deputize Friends: I will consider offering external Recruiting Deputies $________ for recruiting viable candidates. 6
  7. 7. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The Screening Interview 1. What are your career goals? 2. What are you really good at professionally? Please give me some examples. 3. What are you not good at or not interested in? Please give me some examples. 4. Who were your last 5 bosses, and how will they each rate your performance when we talk with them (1-10)? Why? 7
  8. 8. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The Topgrading Interview® Education: High and low points for high school, university, and graduate school (5 minutes per school). What are your career goals for the future (10 minutes)? For each job in the past 15 years (20-30 minutes per job) 1. What were you hired to do? 2. What accomplishments are you most proud of? 3. What were some low points during that job? 4. Who were the people you worked with? Specifically: • Bosses: What was your boss’s name? How do you spell that? What was it like working with him/her? What will he/she say were your biggest strengths? Areas for improvement? • Teams: How would you rate the team you inherited on an A, B, C scale? What changes did you make? Did you hire anybody? Fire anybody? How would you rate the team on an A, B, C scale when you left? 5. Why did you leave that job? 8
  9. 9. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The Focused Interview 1. The purpose of this interview is to talk about ________ (one or more key outcomes or competencies). 2. What are some of the biggest accomplishments you have had in this area? 3. What are your biggest mistakes and lessons learned in this area? 9
  10. 10. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The Reference Interview 1. In what context did you work with the person? 2. What were the person’s biggest strengths? Please give me some examples. 3. What were some of the person’s biggest areas for improvement back then? Please give me some examples. 4. How would you rate their overall performance in that job (1-10)? 5. The person mentioned that they struggled in that job with ______ (e.g. hitting their gross margin targets); tell me more about that. 10
  11. 11. © 2010 by ghSMART. All rights reserved. www.ghsmart.com The 5Fs of Selling Fit. Ties the company’s vision, needs, and culture together with the candidate’s goals, strengths, and values. “Here is where we are going as a company, and here is how you fit in.” Family. Takes into account the broader trauma to the family of changing jobs. “What can we do to make this change as easy as possible for your family?” Freedom. Is the autonomy the candidate will have to make his or her own decisions. “I will give you ample freedom to make decisions, and I will not micromanage you.” Fortune. Reflects the stability of your company and overall financial upside. “Here’s what you can make if you accomplish your objectives.” Fun. Describes the work environment and personal relationships the candidate will make. “I think you will find this culture one that you will really enjoy.” 11
  12. 12. © 2010 by ghSMART. All rights reserved. www.ghsmart.com What Have You Decided? What I learned: What I will do: 12

×