“Right people in the right seats” is an EOS® driver. And the key to long term success. Most leaders I know confirm their biggest challenge is finding “A” players. It’s the proverbial needle in a haystack.
A client just introduced me to a book that meets this challenge. The book is Who by Street and Smart. It’s insightful, practical, and simple. The system breaks down the hiring process into four stages: Scorecard, Source, Select and Sell. It has a process and excellent suggestions for each stage.
The authors also share interesting insights from extensive research; some intuitive, some not:
- It’s ok to let your gut tell you who not to hire, but don’t rely on instinct to decide who to hire. We’re not as smart as we think we are!
- When candidates share their employment history, start with the earliest chapter; it’s a more natural way and therefore yields better insights.
- Don’t hesitate to interrupt candidates; otherwise, you’ll waste valuable time with unnecessary details and tangents.
- Don’t skip reference checks. You select the references from their history. The candidate makes the introductions for you.
- At every stage of the hiring process, you have to sell your company. You don’t want to lose your “A” candidates to the competition.
The Who methodology is straightforward but takes commitment and discipline. Definitely check it out.