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This is a summary of a YouTube video "Who: The A Method for Hiring | Randy Street | Talks at Google" by Talks at Google!
4.2 (46 votes)
The Aim Method is a structured approach to hiring the right people for your organization to ensure success.
- 🤝Randy Street is here to discuss the Aim Method for discovering, hiring, and retaining the right people for your organization to ensure success.
- 🤔Sit down and create a scorecard to define the specific outcomes needed for success in a role to hire an "A-player" with a 90% success rate.
- 🤔Defining the problem and the role you're looking for is key to hiring the right specialist to help you achieve your goals.
- 💡Hire the right people and build your network to ensure success, just like Pat Ryan did with his 12-13 billion dollar insurance company.
- 🤔A top grading interview is a structured, chronological walkthrough of a person's career to gather data for an informed decision.
- 🚩Ask about their team, changes they made, and why they left their job to get insight into their managerial style.
- 🏆Bill Koch used a scorecard to turn around America's Cup by selecting people rigorously that fit the specific scorecards and they won against the odds.
- 🔎Ask 5 questions about each of the candidate's 5 career chapters to get the most out of an interview.
Detailed summary
- 🤝Randy Street is here to discuss the Aim Method for discovering, hiring, and retaining the right people for your organization to ensure success.
- Randy Street is here to discuss his new book, which details the Aim Method for discovering, hiring, and retaining employees, based on a research study of 300+ billionaires and CEOs.
- Clients are struggling due to the economic crisis and delevering of businesses from the last 20 years of leveraging.
- Google has experienced unprecedented growth, going from 1,000 to 20,000 employees in five years.
- Getting the hiring right is essential for developing and retaining the right people in your organization.
- Hiring the right person for the job can make all the difference in a business.
- Nate Thompson, CEO of Spectral Logic, has been through five VP's of sales in the past three years, causing him personal and professional strain.
- 🤔Sit down and create a scorecard to define the specific outcomes needed for success in a role to hire an "A-player" with a 90% success rate.
- If you have ever made a hiring mistake, sit down.
- On average, 50% of all hiring decisions are mistakes.
- Hiring mistakes can cost up to 15 times a person's base salary, including hard and soft costs.
- Making a wrong hire due to voodoo hiring methods can cost an organization more than expected.
- It's difficult to accurately assess people, so it's important to coordinate questions and avoid wasting time on irrelevant topics.
- Create a scorecard to define the specific outcomes needed for success in a role to hire an "A-player" with a 90% success rate.
- 🤔Defining the problem and the role you're looking for is key to hiring the right specialist to help you achieve your goals.
- Conventional wisdom about hiring is wrong when it comes to hiring generalists, who are defined as someone who can do a little bit of everything.
- Nick hired an a player with the wrong skillset, resulting in a backlog that mushroomed and now he is spending all his time dealing with the issue.
- Defining the problem is key to creating a scorecard that focuses on hiring a specialist to attack the problem.
- Define the kind of Account Manager you're looking for to ensure everyone has the same understanding.
- The hiring process was put on hold to clarify the mission and define outcomes for the role.
- Grow revenue from $200M to $400M over 5 years with 15% annual growth.
- 💡Hire the right people and build your network to ensure success, just like Pat Ryan did with his 12-13 billion dollar insurance company.
- Set SMART goals to ensure measurable outcomes that can be observed and evaluated at the end of the year.
- Hire a team that is a cultural fit and focus on the Google culture elements to ensure job success.
- Focusing on cultural competencies and specific job requirements can help build a blueprint for successful hiring.
- Referrals are the best way to find the right talent for an organization, with 77% of successful business executives citing it as the single best way.
- Pat Ryan started an insurance company 30-40 years ago which has now grown to a 12-13 billion dollar company, and still mandates that his team ask the question "who are the most talented people you know that I might want to hire?"
- Pat's success was attributed to hiring the right people and building his network.
- 🤔A top grading interview is a structured, chronological walkthrough of a person's career to gather data for an informed decision.
- The top grading interview is one of four interviews used to gather data to ensure the right people are in the right roles.
- The top grading interview is a structured, chronological walkthrough of a person's career to gather data for an informed decision.
- Ask five questions to get a sense of the job role, accomplishments, low points, people worked with, and why they left.
- I was hired to turn around a dysfunctional IT department, and I was successful in doing so.
- Keep asking different versions of the same question to understand the lows in the job.
- 🚩Ask about their team, changes they made, and why they left their job to get insight into their managerial style.
- Ask the candidate for their boss's name and spelling to verify their work history.
- If you hear bad-mouthing of past bosses, it's a red flag that the person may not get along well with their bosses, so be sure to ask what the boss will say about their strengths and areas for development.
- He and his friends planted a bug in John's office to find out what he was saying about him.
- Ask about their team, changes they made, and why they left their job to get insight into their managerial style.
- The CEO threatened to replace the VP of Sales when sales numbers were 25% off goal in a board meeting.
- I slapped my boss, got escorted out of the building, and lost my job and 3 million dollar option package.
- 🏆Bill Koch used a scorecard to turn around America's Cup by selecting people rigorously that fit the specific scorecards and they won against the odds.
- The top grading interview allows you to gather data and rate a person's likelihood of achieving desired outcomes based on the data heard throughout the interview.
- Compare candidates for a role using a scorecard to rate them across different criteria.
- Help potential hires see how they fit, address family dynamics, provide autonomy, and emphasize the benefits of fortune, freedom, and fun to sell them on joining.
- Find out what the drivers are and do something about it with the five FS of selling to help people see the upside of a job.
- Bill Koch used a scorecard to turn around America's Cup by applying leadership principles he had learned in his career.
- He rebuilt the team by selecting people rigorously that fit the specific scorecards and they won the race against the Italian team with 100 to 1 odds.
- 🔎Ask 5 questions about each of the candidate's 5 career chapters to get the most out of an interview.
- To get the most out of an interview, ask five questions about each of the candidate's five career chapters.
- You can supplement a traditional interview process with a top rating to get a feel for the candidate's style and attitude in an hour or less.
- Referrals can be a great way to find talent, but it's important to cast a wide net to avoid falling into the trap of hiring people who look like us.
- The interviewer's job is easy as they only have to ask five questions and then dig deeper into the answers with follow-up questions.
- Our job as managers and recruiters is to match people's passions and skills with the job they are hired for to unlock their potential.
- Check out our book on the New York Times bestseller list for more insight and feel free to contact us with any questions.
This is a summary of a YouTube video "Who: The A Method for Hiring | Randy Street | Talks at Google" by Talks at Google!
4.2 (46 votes)
