How to Hire A-Players

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How to find great employees, make great hires, and take your business to the next level
It is always easy to find people who want a job, but it's never easy to find and hire A-players. In How to Hire A-Players, consultant Eric Herrenkohl shows owners, executives, and managers of small and medium-size businesses where and how to find A-player employees. It is these individuals who will help keep quality high and growth and profits strong.
Herrenkohl explains how to use your existing marketing, sales, and networking efforts to find top candidates. He provides current examples of companies that consistently hire A-players without big recruiting departments as well as step-by-step explanations for making these strategies work in your own company.
Shows you how to find and hire top employees. Ideal for owners of small businesses, executives and managers of large businesses, as well as corporate recruiters and HR specialists who need new ideas Herrenkohl's client list includes privately held businesses in over 50 industries as well as big corporate names like Bank of America, Edward Jones, and Northwestern Mutual Life A-player employees are the life blood of any growing business. This handy hiring guide shows you where to look, what to ask, and who to hire to boost your business today

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Rustam Eybatovhar delt en vurderingfor 3 år siden
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Some thoughts on a book “How to hire A-players” by #EricHerrenkohl:

1️⃣”Hiring - is a numbers game”. I used to work with HR specialists, who still can’t understand or simply can’t handle this simple fact: more interviews = more chances to recruit a good specialist for a team. And team would appreciate it. If you don’t respect numbers & funnels, but enjoying only your super-buper communicative skill, you better work in a call-center.

2️⃣A-players hire A-players, B-players hire C-players. If your HR is not a top specialist, (s)he will search & attract even worse players. For top management is a must skill to know recruiting, otherwise they cant build up a strong departments, which means weak business performance.

3️⃣Human likes to be liked by others. Don’t judge candidates by sympathy & your gut feel. There are plenty of tools to understand skills, motivation, personal characteristics of a candidate, if you & your HR don’t using those, prepare to eat some dust.

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08.02.22
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