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“Your success as a manager is simply the result of how good you are at hiring the people around you.”
Who mistakes happen when managers: • Are unclear about what is needed in a job • Have a weak flow of candidates • Do not trust their ability to pick out the right candidate from a group of similar-looking candidates • Lose candidates they really want to join their team
Who mistakes happen when
In an October 2006 cover story, “The Search for Talent,” The Economist reported that finding the right people is the single biggest problem in business today.*1
Quote
One of the basic failures in the hiring process is this: What is a resume? It is a record of a person’s career with all of the accomplishments embellished and all the failures removed.”
Resume
top ten voodoo hiring methods:
Voodoo hiring
The Art Critic.
1Voodoo hiring : the art critic
2. The Sponge.
2Voodoo Hiring : the sponge
3. The Prosecutor.
3Voodoo Hiring : th prosecutor
4. The Suitor.
4Voodoo Hiring : the suitor
5. The Trickster.
5Voodoo Hiring : the trickester
6. The Animal Lover.
6Voodoo Hiring : the animal lover
7. The Chatterbox.
7Voodoo Hiring : the chatterbox
8. The Psychological and Personality Tester.
8Voodoo Hiring : the psychoogical and personality tester
9. The Aptitude Tester.
9Voodoo Hiring : the aptitude tester
10. The Fortune-Teller.
10Voodoo Hiring : the fortunee-teller
We define an A Player this way: a candidate who has at least a 90 percent chance of achieving a set of outcomes that only the top 10 percent of possible candidates could achieve.
A Player definition
Scorecard.
A Method 1
Source.
A Method 2
Select.
A Method 3
Sell.
A Method 4
Scorecards describe the mission for the position, outcomes that must be accomplished, and competencies that fit with both the culture of the company and the role. You
How scorecard helps in hiring
The mission is an executive summary of the job’s core purpose. It
Scorecard : mission
Outcomes, the second part of a scorecard, describe what a person needs to accomplish in a role. Most of the jobs for which we hire have three to eight outcomes, ranked by order of importance.
Scorecard : outcomes
Competencies flow directly from the first two elements of the scorecard. The mission defines the essence of the job to a high degree of specificity. Outcomes describe what must be accomplished. Competencies define how you expect a new hire to operate in the fulfillment of the job and the achievement of the outcomes.
Scorecard : competency
