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xvi Acknowledgments Vita Burdi, Diane Butrus, Colin Drummond, Carl Gersbach, Jay Gettis, Todd Gibson, Rob Gilfillan, Lulu Gonella, Ed and Ellen Griffin, Vic Haas, Verne Harnish, Dave Hartman, Jody and Heather Herzog, Rob Holiday, Elaine Hughes, Greg Hutchings, Barney Kister, Rich Ledbetter, Brad Lyons, Tom McKendry, Tom McShane, Tracy Moore, Mark Peterman, Jeff Phillips, Tyler Ridgeway, Shirley Ann Rizi, Rich Ryffel, Steve Schultz, Barbie Spear, David Spetnagel, Suzanne Taylor, Sam Toumayan, Paul Van De Putte, Mike Vaughan, Karyn Verrett, Tony Vice, Maryann Vitale, and Mike Weiss. Special thanks to Fred Christen for his perspective on building a farm team; to Justin Smith for multiple cell-phone calls about using recruiters wisely; to Matt Todt for his insight on managing recruiters; to Ryan Lafferty for his time, expertise, and for breakfast; and to Tracy Cote and Traci Armstrong for sharing their experiences with recruiting via Twitter. Thank you very much to Joe Kearfott and Ellen Herrenkohl for reviewing and editing the page proofs of this book—I appreciated it. Finally, I have an unfair advantage in all of life, including writing a book, because of the woman to whom I am married. Kelly read, edited, and greatly improved everything about this book, from the initial proposal to the final manuscript. Smart, fun, and good looking is a great combination in someone with whom you get to spend your life. Thanks for everything. —Eric Herrenkohl Philadelphia, PA
About the Author Eric Herrenkohl is the founder and president of Herrenkohl Consulting (www.herrenkohlconsulting.com), which helps executives create the businesses they want by building the organizations they need. Herrenkohl Consulting’s client list includes privately-held businesses across fifty industries as well as a number of Fortune and Service 500 companies. Eric is an expert author for Monster. com and has been featured by Fox News, the Philadelphia Inquirer, Inc.com, and MSNBC.com. He serves as a keynote speaker for business and professional groups and is the author of ‘‘Performance Principles,’’ a highly-regarded e-letter that brings strategies for building businesses to readers around the globe. He lives with his wife and four children in the greater Philadelphia area.
Page 1: A-PLAYERS Finding the Top People fo
Page 4 and 5: ‘‘Consistently hiring A-players
Page 6 and 7: ‘‘How to Hire A-Players is a mu
Page 11 and 12: John Wiley & Sons, Inc.
Page 13: To my parents, Roy Herrenkohl and E
Page 17: Acknowledgments A number of people
Page 22 and 23: xx Introduction However, there were
Page 24 and 25: xxii Introduction business now need
Page 27 and 28: Almost no one wants to spend time o
Page 29 and 30: The Value of A-Players 5 the respon
Page 31 and 32: One A-Player Can Help You to Sell Y
Page 33 and 34: the first pitching coach to be adde
Page 35 and 36: you cannot measure it, when you can
Page 37 and 38: team. While your HR contact or recr
Page 39 and 40: processes I describe in this book t
Page 41 and 42: you currently employ. 3 Review or c
Page 43: 2 Would You Know an A-Player if You
Page 46 and 47: 22 How to Hire A-Players Where Do I
Page 48 and 49: 24 How to Hire A-Players create a h
Page 50 and 51: 26 How to Hire A-Players (continued
Page 52 and 53: 28 How to Hire A-Players If a sales
Page 54 and 55: 30 How to Hire A-Players A-Player P
Page 56 and 57: 32 How to Hire A-Players Using Your
Page 63 and 64: Now that you know what an A-player
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Rockies—had the foresight to sign
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Three Steps to Creating an A-Player
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and then had forgotten all about it
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A-players, it can focus on a rigoro
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acing skills. While many races are
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I hope you’ve begun to determine
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Right under Your Nose: Leveraging P
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candidates, but you have to get the
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Your Vendors Right under Your Nose:
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Leveraging your existing relationsh
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Industry Conferences and Continuing
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Don’t Just Sit There. Reach Out!
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Don’t Just Sit There. Reach Out!
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size.’’ 1 He knew that in this
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$1,000 of Tom James clothing as a r
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Become an Adjunct Professor Don’t
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Do I Really Have Time for This? Don
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6 Finding New Pools of A-Player Tal
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100 How to Hire A-Players Virtual N
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102 How to Hire A-Players hour to t
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104 How to Hire A-Players Restauran
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106 How to Hire A-Players Run emplo
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108 How to Hire A-Players greeted t
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110 How to Hire A-Players they fini
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112 How to Hire A-Players on specif
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114 How to Hire A-Players same appr
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7 The Basics of Online Recruiting
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120 How to Hire A-Players you have
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122 How to Hire A-Players FIGURE 7.
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124 How to Hire A-Players powerful
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126 How to Hire A-Players roles—w
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128 How to Hire A-Players almost an
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130 How to Hire A-Players when they
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132 How to Hire A-Players social me
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134 How to Hire A-Players number of
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136 How to Hire A-Players would rel
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A company that I do work for does a
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Headhunters are brokers. They achie
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You Have a Relationship Based on Tr
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Specialists versus Generalists Usin
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follow a great process or a firm th
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the agreement if you don’t want t
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ack. If your company is committed t
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9 Interviewing and the Economic Val
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156 How to Hire A-Players A-Player
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158 How to Hire A-Players Conduct M
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160 How to Hire A-Players with her
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162 How to Hire A-Players ‘‘Why
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164 How to Hire A-Players observati
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166 How to Hire A-Players Don’t O
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168 How to Hire A-Players (continue
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170 How to Hire A-Players whatever
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172 How to Hire A-Players know a lo
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174 How to Hire A-Players (continue
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Several years ago, I bought a used
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measure talents that are difficult
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ole. The best project managers, con
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Popping the Hood on Candidates Usin
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192 Conclusion me the story of how
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194 Conclusion 1. Invest your time
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196 Conclusion and more of the tact
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198 Conclusion At the same time, le
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Web Sites for Free Additional Resou
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204 Notes Chapter 9 1. Kate Lorenz,
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206 Index Assessment, pre-hiring: (
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208 Index Drug testing, 188 Drummon
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210 Index Indeed.com, 127 Industry
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212 Index Negotiating, recruiter fe
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214 Index Principles, highlighted (
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216 Index Salary issues. See Compen
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218 Index Value, A-players’ add-o
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