Human Resources and Talent ManagementRecruitment and Hiring
Introduction
Eric Herrenkohl’s “How to Hire A-Players” dives deep into the intricacies of recruitment, offering practical strategies for businesses—especially small to mid-sized enterprises—without specialized recruiting departments. Herrenkohl posits that companies of any size can hire top talent once they embrace the right mindset, processes, and practices. This summary encapsulates the core teachings and recommendations from Herrenkohl’s book, broken down into key points with actionable steps and examples.
1. The Importance of A-Players
Key Point:
A-Players are individuals who consistently accomplish more than their peers and positively impact the company’s bottom line. They exhibit superior performance, possess excellent skills, and align with the organization’s culture and values.
Actionable Step:
Evaluate Current Team Members:
– Use performance metrics to identify who your A-Players are.
– Understand their characteristics and contributions to set a benchmark.
Example:
Herrenkohl suggests comparing your team’s performance with industry standards. One business owner in the book improved his hiring process after recognizing his top salespeople were bringing in disproportionately higher revenue than others.
2. Building a Recruiting Mindset
Key Point:
Adopt a ‘recruiting mindset,’ making hiring a strategic priority rather than a reactionary task. Always look for potential A-Players, even when you don’t have immediate openings.
Actionable Step:
Develop a Talent Pipeline:
– Network actively within industry events and online platforms like LinkedIn.
– Maintain a database of potential candidates and keep in touch regularly.
Example:
A CEO from a technology firm featured in the book kept a list of skilled individuals he met at conferences. When a key position opened up, he had several pre-vetted candidates to reach out to immediately.
3. Crafting Compelling Job Descriptions
Key Point:
Effective job descriptions not only list responsibilities but also communicate the impact and vision of the role. They are marketing tools designed to attract A-Players.
Actionable Step:
Write Engaging Job Descriptions:
– Highlight the company’s mission, culture, and values.
– Include specific achievements and growth opportunities available within the role.
Example:
Herrenkohl illustrates this with an example of a company that revamped its job descriptions to speak passionately about its mission. This led to attracting candidates who were not only qualified but also excited about contributing to that mission.
4. Effective Interviewing Techniques
Key Point:
Conducting structured and behavior-based interviews helps in identifying A-Players. Focus on past behaviors and accomplishments as predictors of future performance.
Actionable Step:
Use Behavioral Interview Questions:
– Develop questions that require candidates to demonstrate how they’ve handled specific situations.
– Ask for examples that show their decision-making processes, problem-solving skills, and adaptability.
Example:
A hiring manager from a finance company used questions designed by Herrenkohl, such as “Can you give an example of a time when you exceeded your targets? What steps did you take?” This approach helped in identifying candidates with a proven track record of success.
5. Evaluating Candidates
Key Point:
Assess candidates based on their fit within the company culture, technical skills, and potential for growth. Use a balanced approach incorporating both quantitative and qualitative evaluations.
Actionable Step:
Create a Scorecard for Evaluation:
– Rate candidates on key criteria including cultural fit, technical competencies, and past performance.
– Involve multiple team members in the evaluation process for a well-rounded perspective.
Example:
In the book, Herrenkohl describes a client who developed a systematic scorecard to rate each candidate. This process included input from various team members, leading to a more comprehensive assessment and better hiring decisions.
6. Leveraging Existing Employees
Key Point:
Current employees can be invaluable in identifying potential A-Players. They understand the company culture and are likely to know individuals who would fit well within the team.
Actionable Step:
Implement an Employee Referral Program:
– Offer incentives to employees for successfully referred candidates who are hired and stay with the company for a set period.
– Regularly communicate the program details and success stories to encourage participation.
Example:
Herrenkohl mentions a company that saw a significant increase in successful hires after launching an incentivized referral program. By engaging their current workforce in the recruiting process, they tapped into a broader and more reliable talent pool.
7. Integrating New Hires Effectively
Key Point:
The onboarding process is crucial for ensuring that A-Players integrate well into the company. A structured onboarding process helps new employees understand their roles, the company culture, and the expectations.
Actionable Step:
Design a Comprehensive Onboarding Program:
– Create a detailed orientation plan that includes training sessions, meetings with key team members, and access to resources.
– Assign a mentor or buddy to ease the transition for new hires.
Example:
Herrenkohl shares the story of a manufacturing company that implemented an onboarding program with regular check-ins, which resulted in higher job satisfaction and faster ramp-up times for new employees.
8. Continuous Recruitment Improvement
Key Point:
Recruitment strategies should be evaluated and refined continuously. Gather data, seek feedback, and stay updated with industry best practices to improve the hiring process.
Actionable Step:
Measure and Analyze Recruitment Effectiveness:
– Track key metrics such as time-to-hire, cost-per-hire, and turnover rates.
– Regularly review the effectiveness of your interview questions and processes.
Example:
A case study in the book illustrates a software company that made significant improvements by tracking their hiring metrics. They identified bottlenecks in their process and implemented changes that reduced their time-to-hire by 30%.
9. Employer Branding
Key Point:
Building a strong employer brand attracts A-Players by showcasing the company as a desirable place to work. It involves creating a positive image both internally and externally.
Actionable Step:
Enhance Your Employer Brand:
– Share employee testimonials, company achievements, and workplace stories on social media and the company website.
– Participate in industry awards and rankings for best workplaces.
Example:
Herrenkohl highlights a marketing firm that boosted its employer brand by actively promoting its inclusive and innovative culture on LinkedIn, leading to an increase in quality applications.
Conclusion
Eric Herrenkohl’s “How to Hire A-Players” provides a wealth of actionable insights for businesses of any size to improve their hiring practices. By adopting a proactive recruiting mindset, creating engaging job descriptions, conducting effective interviews, leveraging employee networks, and continuously refining their processes, companies can attract and retain top talent, even without a dedicated recruiting department. Implementing the steps and examples highlighted will pave the way for building a team of A-Players who drive success and innovation.