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4 How to Hire A-Players A-Player Principle: You have to be willing to let go of some control in order to grow your company. Do you currently have A-players on your team whom you can trust to lead some—or even all—of your business for you? The Impact of Just One Great Hire A-players have an exponential, not incremental, impact on your business. Microsoft has more than 80,000 employees worldwide. How much impact could one employee have on a business that size? Not much, right? Bill Gates believes otherwise. He claims that the entire company was really built around fewer than 20 people. 1 If Gates needed fewer than 20 people to become the wealthiest man in the world, what impact could just two or three true A-players have on your business—and your life? I am convinced that most businesspeople are not committed to recruiting because they believe that hiring great people is a crapshoot. But hiring doesn’t have to be a roll of the dice. While you can never eliminate all of the risk, there are certainly steps you can take that will result in bringing more A-players into your company. The question is: Will you and your company pledge to continually find and hire A-players? Is it worth the time and effort? The answer should be an enthusiastic YES—because adding just a few more A-players to your team can pay off in fantastic ways. Let’s take a look at how much impact just one great hire can have on a business. One A-Player Can Give You Your Life Back Jody and Heather Herzog own a Fleet Feet Sports franchise in Cleveland, Ohio. This young, energetic couple ran a good business and had big plans for the future. They had a number of good employees, but as with many small businesses, the bulk of
The Value of A-Players 5 the responsibility for leading their specialty retail business fell on their shoulders. They served customers, bought product, oversaw the financials, ran training programs, created marketing campaigns, and dealt with the hundreds of other tasks that had to get done. Then the Herzogs found Eddie, who happened to have 12 years of experience managing a competitor’s store across town. He was bored with his current role and saw Fleet Feet as a great new career opportunity. Plus, he would likely have a shorter commute. Over a period of months, these factors were enough to get him to make the move and come to work for Heather and Jody. The impact was immediate. Eddie essentially started running the place. He used proven methods for improving buying and inventory. He brought specific ideas for new marketing programs. Eddie anticipated what needed to be done, and he did it. Eddie began to mentor and lead the other staff. He set a positive pace and tone for other employees. In doing so, he helped to create a great company culture in which even average employees perform at their highest possible levels. The impact of hiring one A-player was exponential, not incremental, for this business. After hiring Eddie, the Herzogs could focus their time on important activities for acquiring new customers, improving customer retention, and managing inventory levels to maximize profitability. In other words, the best people in the business got better because they had one more person on whom they could really depend. That process, repeated over and over, is how great businesses get built. In addition to the business benefits, Eddie helped Jody and Heather to get their lives back. They don’t have to spend every waking hour at their store. They can take a day off together and trust that the store will be run well in their absence. They gain some margin in their lives and again look forward to the days they spend in the store. Too many owners of small and midsize businesses have lives that are indistinguishable from their work. They have no time to themselves because without them, things fall apart. But one Aplayer like Eddie can change all of that. He or she can take responsibility for important pieces of the business, oversee other people,
Page 1: A-PLAYERS Finding the Top People fo
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Page 11 and 12: John Wiley & Sons, Inc.
Page 13: To my parents, Roy Herrenkohl and E
Page 17 and 18: Acknowledgments A number of people
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Page 22 and 23: xx Introduction However, there were
Page 24 and 25: xxii Introduction business now need
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Page 63 and 64: Now that you know what an A-player
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acing skills. While many races are
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Three Steps to Creating an A-Player
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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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