By Charlie A. RoySummary, Notes, and Reflection for

School Leaders

A Summary of "Who: The A Method for Hiring"

Context of the BookPublished in September of 2008Authors Randy Street and Geoff Smarthttp://www.ghsmart.com/

Not what but “who”It’s all about the peopleAny current issues that are people driven?

Common Mistakes in HiringArt CriticSpongeProsecutorSuitorTricksterAnimal LoverChatter BoxPsychological TestFortune Teller

Essential of the A MethodScorecardSourcingSelectingSelling

ScorecardBegin with end in mind

Mission StatementOutcomesCompetencies

Scorecard - ExampleDean of Students Position

Mission: The dean will ensure the enforcement of the school’s discipline policies by being firm fair and consistent in administering his/ her duties. The dean will accomplish this by working in a collaborative way with students, families, staff, and the administration.

Scorecard - ExampleDean of Students Position

Outcomes:General perception on annual survey indicates

families are pleased with level of discipline.Staff and Students rate the dean as highly effective

at the year end survey.Major Infractions are minimized by being working to

prevent major issues.A plan is developed for afterhours building

supervision.A new effective program for dealing with

cyberbullying issues is implemented.

Scorecard - CompetenciesCompetencies

CollaborativeInterpersonal SkillsSense of responsibility to rules tempered

with judgmentUnderstanding of proper discipline

philosophyCommitment to Mission of the SchoolForward ThinkingWillingness to take risks

SourcingFinding the Applicant Pool

ReferralsRecruitersResearchers

Referral SourcesAsking current “A” staffLocal colleges and UniversitiesOther school principalsMiddle School TeachersFriends and Family

SelectingFour Interview Types

ScreeningTop GradingFocusedReference Interview

SelectingScreening Interview

What are your career goals?What do you excel at professionally?What are you not good at or unwilling to do

professionally?Who were your previous bosses and how will

they rate you on a scale of 1-10 when we speak with them?

Screening InterviewKeys to success

½ hour or so max on the phoneStick to questions and explain formatDo with a partner or two to listen as well. Note answers on sheetWrite bosses names down and ask to spell as

they are mentioned.

Top Grading Interview1. What were you hired to do or what did

you do in your previous job?2. What accomplishments are you most

proud of?3. What were the lowpoints of your past

jobs?4. Who were the people you worked with

what will they say about you? (boss and coworkers specifically)

5. Why did you leave that job?

Top Grading InterviewKey points

Successive in terms of all previous jobsStart in terms of early to most recent

employment historyCould take 1 to 3 hours depending on

employment historyDo with team presentBe prepared to pause and refocus so the

conversation keeps going. Look for “push vs. pull”Use 3 p’s to evaluate accomplishments (Past,

Peers, and Plan)

Reference InterviewEssential

BossesCo-WorkersSubordinatesShould be arranged by the interviewee.

Reference Interview Things to be aware of

Not willing to helpOnly wants to give dates of employmentUse hypothetical questionsStick to same questions in screening

interview

The SellFitFamilyFortuneFreedomFun

The Education SellFitCollaborationLearning CommunityOpportunity for GrowthLeaders in Change

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