What do you think?
Rate this book
How to Think About Hiring: Play Smarter to Win the Talent Game by Lex Sisney
The purpose of How to Think About Hiring is to equip entrepreneurs, CEOs, and hiring managers with a complete system for making smarter hires and to have more fun while doing it. It's based on an original framework used by the NFL's winningest teams and applied to businesses of all sizes. When you read the book you'll learn a systematic method to avoid the most common hiring mistakes; find and recruit better talent faster; ask the interview questions that really matter; use a hiring “draft board” to choose the best hires; and ultimately, make hiring a strategic business advantage.
Paperback
First published May 10, 2014
26 people are currently reading
53 people want to read
Ratings & Reviews
Friends & Following
Create a free account to discover what your friends think of this book!
Community Reviews
Displaying 1 of 1 review
January 22, 2021
Makes a lot of sense.
As a fairly new entrant into the hiring world, this clarified a lot of ideas I've grasped (or suspected) intuitively but didn't have the words to explain. I'm becoming a big fan of the author and his excellent website. I work at a tech agency, and we've implemented some of his systems into our structure with great success thus far. I was quite pleased to see where we're on the right track with our approach to hiring.
I'm rating it a three simply because I need to put some of these ideas into action to test them for myself before going whole-hog with a rating. I'm not totally clear on how to adapt the principles into my team's current culture. It's a pretty structured plan, and Adding Lightness is one of our core values. I would've appreciated more insight on how to adapt the system and its parts; for example, it heavily relies on the PSIU concept, and doesn't give practical ways to use it beyond "make everyone do an official assessment."
I also think my highly relationship-focused team may balk at the *idea* of a draft board. I understand the sound reasoning behind it and do like its simplicity. I also appreciate that it's a solid way to prevent "crony hiring," or accidentally creating a "monoculture" (ie winding up with a team of clones with similar backgrounds and personalities, because those are the candidates the hiring team feels immediately comfortable with). But my team is intentionally not corporate, so creating buy-in won't be easy.
As a fairly new entrant into the hiring world, this clarified a lot of ideas I've grasped (or suspected) intuitively but didn't have the words to explain. I'm becoming a big fan of the author and his excellent website. I work at a tech agency, and we've implemented some of his systems into our structure with great success thus far. I was quite pleased to see where we're on the right track with our approach to hiring.
I'm rating it a three simply because I need to put some of these ideas into action to test them for myself before going whole-hog with a rating. I'm not totally clear on how to adapt the principles into my team's current culture. It's a pretty structured plan, and Adding Lightness is one of our core values. I would've appreciated more insight on how to adapt the system and its parts; for example, it heavily relies on the PSIU concept, and doesn't give practical ways to use it beyond "make everyone do an official assessment."
I also think my highly relationship-focused team may balk at the *idea* of a draft board. I understand the sound reasoning behind it and do like its simplicity. I also appreciate that it's a solid way to prevent "crony hiring," or accidentally creating a "monoculture" (ie winding up with a team of clones with similar backgrounds and personalities, because those are the candidates the hiring team feels immediately comfortable with). But my team is intentionally not corporate, so creating buy-in won't be easy.
Displaying 1 of 1 review