How to Hire A-Players: Finding the Top People for ... - GIT home page

174 How to Hire A-Players
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that screens out weak performers and challenges A-players
to show their talents.
Always define an A-Player Profile before you start interviewing.
You have to know what makes people A-players
in order to consistently select them during the interview
process.
Capture and quantify your A-Player Profile using validated
personnel assessment tools. These tools help you to stay
objective, weed out mediocre talent, and spot A-players.
Use team interviews, multiple interviewers, and several
days of interviews to catch important insights that a lone
interviewer conducting one interview will miss.
Ask candidates open-ended questions about their past
accomplishments—and always ask follow-up questions.
You will conduct an effective interview every time.
Make sure that candidates know that you will call all of
their previous supervisors as references. This encourages
people to be honest with you about their weaknesses as
well as their strengths.
Look for opportunities to spend time with job candidates
outside of your office. Changing the setting gives you the
opportunity to learn more about people and how well they
conduct themselves.
Use live-fire exercises to see job candidates in action. Don’t
just rely on their answers to interview questions to make
your hiring decision.
Look for well-prepared candidates who have taken the time
to learn about your industry and your company. A candidate’s
preparation is a good indicator of his or her passion
for a career with your company.