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208 Index Drug testing, 188 Drummond, Colin, 9 Due diligence: business valuation, 7 on Facebook, 132 on LinkedIn, 130–131 recruiter-related, 146–148 Duncan, Dave, 8–9 E.A. Hughes & Company, 71 The Economist, 201n1 (Chap. 1) Education: campus recruiting, 108–112 Ivy League versus second-tier, 24–25 as networking arena, 83–84 profiling, 29 teachers as influencers, 93–94 Edward Jones, 72 EEOC. See Equal Employment Opportunity Commission 80/20 principle, 13–14 Einstein, Kurt, 161 Elance.com, 135 E-letters, 64–65 E-mail: application aid, 123–125 as networking tool, 94, 105 Employees: A-player skill sets, xxi customers as, 64–68 on farm team, 51–52 friends and family as, 62–64 keeping on board, 191–199 networking with, 72–75 referrals from, 50–51 from vendor pool, 69 E-Myth, The (Gerber), 195 E-Myth Revisited, The (Gerber), 16 Entrepreneurs: as recruiters, 81–82 as talent pool, 113–114 Equal Employment Opportunity Commission, 188 Ernst & Young, 112 Evaluation. See Assessment, pre-hiring Excel exercise, 169 Executives. See Management Exercises: interview, 166–172 recruiting, 71 Exit plans, 7–8 Experience, pros and cons, 32 Facebook: as intern opportunity, 111 recruiting tool, 103, 105, 131–132 Family: employment decisions, 100–102 hiring, 62–64 Farmers, as talent pool, 99 Farm teams: attracting, 52–56 building, 45–51 calling up, 194 importance of, xx, 39, 44–45 internal, 51–52 referrals, 46, 50–51 Fees. See Compensation
Finance, corporate, as choke point, 14 Financial Executives International, 127 Financial Executives Net working Group, 127 Financial services: case study, 24–25 Northwestern Mutual, 68, 90 online job boards for, 127 teachers employed in, 106–107 Fleet Feet Sports: Cleveland franchise, 4–5 corporate culture, 54 Huntsville, Alabama, franchise, 121–123 Syracuse franchise, 64–65, 66 Flexible hours: as recruitment tool, 100–102 student availability, 109–110 Follow-up questions, interview, 161–162 Freelancers, 113 Friends, hiring, 62–64 Gates, Bill, 4 Gazelles Inc., 111–112 Gerber, Michael, 16, 195 Gersbach, Carl, 11–12, 43 Gibson, Todd, 93–94 Gibson Media, 93 Gilfillan, Rob, 53–54 Goldman Sachs, 158 Google, 52–53 Government, hiring guidelines, 188 Griffin, Ed, 64 Griffin, Ellen, 64 Guru.com, 135 Haas, Vic, 7 Hallmark Stone, 45–46, 50 Harnish, Verne, 111–112 Headhunters. See also Recruiters versus Monster.com, 126 as networkers, 75 versus recruiters, 141 versus Twitter, 134 Help wanted ads. See Advertising, help wanted Herzog, Heather, 4–6 Herzog, Jody, 4–6 Highline Community College, 93 Hiring: assessment tools, 186–189 as business investment, 10–12 customer-related, 64–67 friends and family, 62–64 in-house, 72–75 interview exercises, 166–172 leadership role, 3, 15–16 mistakes, 21 recruiting pros, 146–148 vendor-related, 69–72 HOK, 53 HotJobs, 127 Hughes, Elaine, 71 Human resources (HR), 12–13 IBM, 112 Image, company. See Company brand Index 209
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A-PLAYERS Finding the Top People fo
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‘‘Consistently hiring A-players
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‘‘How to Hire A-Players is a mu
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John Wiley & Sons, Inc.
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To my parents, Roy Herrenkohl and E
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Acknowledgments A number of people
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About the Author Eric Herrenkohl is
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xx Introduction However, there were
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xxii Introduction business now need
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Almost no one wants to spend time o
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The Value of A-Players 5 the respon
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One A-Player Can Help You to Sell Y
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the first pitching coach to be adde
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you cannot measure it, when you can
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team. While your HR contact or recr
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processes I describe in this book t
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you currently employ. 3 Review or c
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2 Would You Know an A-Player if You
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22 How to Hire A-Players Where Do I
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24 How to Hire A-Players create a h
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26 How to Hire A-Players (continued
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28 How to Hire A-Players If a sales
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30 How to Hire A-Players A-Player P
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32 How to Hire A-Players Using Your
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Now that you know what an A-player
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‘‘Always keep your couch full,
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Three Steps to Creating an A-Player
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Rockies—had the foresight to sign
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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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Page 184 and 185: 160 How to Hire A-Players with her
Page 186 and 187: 162 How to Hire A-Players ‘‘Why
Page 188 and 189: 164 How to Hire A-Players observati
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Page 192 and 193: 168 How to Hire A-Players (continue
Page 194 and 195: 170 How to Hire A-Players whatever
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Page 201 and 202: Several years ago, I bought a used
Page 203 and 204: measure talents that are difficult
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Page 207 and 208: Popping the Hood on Candidates Usin
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Page 216 and 217: 192 Conclusion me the story of how
Page 218 and 219: 194 Conclusion 1. Invest your time
Page 220 and 221: 196 Conclusion and more of the tact
Page 222 and 223: 198 Conclusion At the same time, le
Page 225: Web Sites for Free Additional Resou
Page 228 and 229: 204 Notes Chapter 9 1. Kate Lorenz,
Page 230 and 231: 206 Index Assessment, pre-hiring: (
Page 234 and 235: 210 Index Indeed.com, 127 Industry
Page 236 and 237: 212 Index Negotiating, recruiter fe
Page 238 and 239: 214 Index Principles, highlighted (
Page 240 and 241: 216 Index Salary issues. See Compen
Page 242 and 243: 218 Index Value, A-players’ add-o
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