From Filling Seats to Building a Dream Team. | Sonu Goswami
From Filling Seats to Building a Dream Team. In the early days of my startup🚀, we were laser-focused on the *What* – strategies, products, processes. We hustled hard, but a nagging feeling persisted – the team wasn't quite clicking. We needed A-players, the kind who could elevate us to the next level. But how could we, a scrappy startup, compete with the big leagues? That's when I stumbled upon *Who: The A Method for Hiring" by Geoff Smart and Randy Street. It wasn't about throwing money at the problem; it was about a smarter approach – the 4S-Step A Method. This📕book became a game-changer. The A-Ha Moment: Finding the *Who* The A Method flipped the script. Forget fancy titles and resumes; it's about finding the perfect *Who.* Someone who aligns with our culture and possesses the skills to achieve specific goals. We ditched generic resumes and created clear *Scorecards* 📝 – blueprints outlining the exact qualities needed for each role. A1.From Resumes to *Scorecards* 📝 The first revelation? It wasn't about fancy titles or prestigious schools. The A Method emphasized finding the perfect *Who* – someone who aligned with our culture and possessed the skills to achieve specific, measurable outcomes. Instead of relying on generic resumes, we learned to create clear *Scorecards* 📝 (Check Slide) – blueprints outlining the exact qualities needed for each role. Building a Talent Pipeline *Sourcing*🔍 A2.Forget the last-minute scramble! The A Method stressed the importance of "Sourcing"🔍A-Players proactively. We learned to leverage our Network, tap into Employee Referrals, and Build a Talent Pipeline even when we weren't actively hiring. A3.Beyond the Interview Select. 🎯 Traditional interviews felt like a guessing game. But the A Method equipped us with a structured approach – *Select* 🎯 . We learned to ask the right questions, delve deeper into past experiences using "Top grading Interviews", and uncover a candidate's true potential. i.Phone Screen📞: Filter out B & C players quickly. ii.Topgrading Interview: Dive deep into candidate's career (3-5 hours). iii.Focused Interview: Explore skills and outcomes (45-60 minutes). iv.Reference Check: Confirm candidate's qualifications...A-Players only! Don't settle, keep searching until you find the best. A4.*Selling* 💼 the Dream, Not Just the Job By addressing these 5️⃣F..you are not finished until the candidate starts working with you. *Sell* 💼 beyond salary! (A Method) Highlight company fit for A-Players. i.Fit: Career goals & company vision. ii.Family: Supportive environment for a smooth transition. iii.Freedom: Autonomy and trust, not micromanagement. iv.Fortune: Competitive compensation and financial stability. v.Fun: Positive work culture and opportunities for connection. 📕Based on 1300+ billionaire/CEO interviews, *Who* offers a 90% success hiring method. ✔Take Away: Strategic hiring: find the right fit, sell the company's vision to attract top talent. | 49 comments on LinkedIn
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From Filling Seats to Building a Dream Team.
In the early days of my startup🚀, we were laser-focused on the *What* – strategies, products, processes. We hustled hard, but a nagging feeling persisted – the team wasn't quite clicking. We needed A-players, the kind who could elevate us to the next level. But how could we, a scrappy startup, compete with the big leagues?
That's when I stumbled upon *Who: The A Method for Hiring" by Geoff Smart and Randy Street. It wasn't about throwing money at the problem; it was about a smarter approach – the 4S-Step A Method. This📕book became a game-changer.
The A-Ha Moment: Finding the *Who*
The A Method flipped the script. Forget fancy titles and resumes; it's about finding the perfect *Who.* Someone who aligns with our culture and possesses the skills to achieve specific goals. We ditched generic resumes and created clear *Scorecards* 📝 – blueprints outlining the exact qualities needed for each role.
A1.From Resumes to *Scorecards*
The first revelation? It wasn't about fancy titles or prestigious schools. The A Method emphasized finding the perfect *Who* – someone who aligned with our culture and possessed the skills to achieve specific, measurable outcomes. Instead of relying on generic resumes, we learned to create clear *Scorecards* (Check Slide) – blueprints outlining the exact qualities needed for each role.
Building a Talent Pipeline *Sourcing*
A2.Forget the last-minute scramble! The A Method stressed the importance of "Sourcing"🔍A-Players proactively. We learned to leverage our Network, tap into Employee Referrals, and Build a Talent Pipeline even when we weren't actively hiring.
A3.Beyond the Interview Select.
Traditional interviews felt like a guessing game. But the A Method equipped us with a structured approach – *Select* 🎯 . We learned to ask the right questions, delve deeper into past experiences using "Top grading Interviews", and uncover a candidate's true potential.
1 Phone Screen📞: Filter out B & C players quickly.
2 Top grading Interview: Dive deep into candidate's career (3-5 hours).
3 Focused Interview: Explore skills and outcomes (45-60 minutes).
4 Reference Check: Confirm candidate's qualifications...A-Players only! Don't settle, keep searching until you find the best.
A4.*Selling* the Dream, Not Just the Job By addressing these
5️⃣F..you are not finished until the candidate starts working with you. Sell* beyond salary! (A Method) Highlight company fit for A-Players.
1 Fit : Career goals & company vision.
2 Family: Supportive environment for a smooth transition.
3 Freedom: Autonomy and trust, not micromanagement.
4 Fortune: Competitive compensation and financial stability.
5 Fun : Positive work culture and opportunities for connection.
Based on 1300+ billionaire/CEO interviews, *Who* offers a 90% success hiring method.
✔ Take Away: Strategic hiring: find the right fit, sell the company's vision to attract top talent.
