summary of who
DESCRIPTION
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.TRANSCRIPT
By Charlie A. RoySummary, Notes, and Reflection for
School Leaders
A Summary of "Who: The A Method for Hiring"
Context of the BookPublished in September of 2008Authors Randy Street and Geoff Smarthttp://www.ghsmart.com/
Not what but “who”It’s all about the peopleAny current issues that are people driven?
Common Mistakes in HiringArt CriticSpongeProsecutorSuitorTricksterAnimal LoverChatter BoxPsychological TestFortune Teller
Essential of the A MethodScorecardSourcingSelectingSelling
ScorecardBegin with end in mind
Mission StatementOutcomesCompetencies
Scorecard - ExampleDean of Students Position
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.
Scorecard - ExampleDean of Students Position
Outcomes:General perception on annual survey indicates
families are pleased with level of discipline.Staff and Students rate the dean as highly effective
at the year end survey.Major Infractions are minimized by being working to
prevent major issues.A plan is developed for afterhours building
supervision.A new effective program for dealing with
cyberbullying issues is implemented.
Scorecard - CompetenciesCompetencies
CollaborativeInterpersonal SkillsSense of responsibility to rules tempered
with judgmentUnderstanding of proper discipline
philosophyCommitment to Mission of the SchoolForward ThinkingWillingness to take risks
SourcingFinding the Applicant Pool
ReferralsRecruitersResearchers
Referral SourcesAsking current “A” staffLocal colleges and UniversitiesOther school principalsMiddle School TeachersFriends and Family
SelectingFour Interview Types
ScreeningTop GradingFocusedReference Interview
SelectingScreening Interview
What are your career goals?What do you excel at professionally?What are you not good at or unwilling to do
professionally?Who were your previous bosses and how will
they rate you on a scale of 1-10 when we speak with them?
Screening InterviewKeys to success
½ hour or so max on the phoneStick to questions and explain formatDo with a partner or two to listen as well. Note answers on sheetWrite bosses names down and ask to spell as
they are mentioned.
Top Grading Interview1. What were you hired to do or what did
you do in your previous job?2. What accomplishments are you most
proud of?3. What were the lowpoints of your past
jobs?4. Who were the people you worked with
what will they say about you? (boss and coworkers specifically)
5. Why did you leave that job?
Top Grading InterviewKey points
Successive in terms of all previous jobsStart in terms of early to most recent
employment historyCould take 1 to 3 hours depending on
employment historyDo with team presentBe prepared to pause and refocus so the
conversation keeps going. Look for “push vs. pull”Use 3 p’s to evaluate accomplishments (Past,
Peers, and Plan)
Reference InterviewEssential
BossesCo-WorkersSubordinatesShould be arranged by the interviewee.
Reference Interview Things to be aware of
Not willing to helpOnly wants to give dates of employmentUse hypothetical questionsStick to same questions in screening
interview
The SellFitFamilyFortuneFreedomFun
The Education SellFitCollaborationLearning CommunityOpportunity for GrowthLeaders in Change
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