Lou Adlerの本をもう一冊読みたくなったので。
"One thing I did learn was that hiring great talent is the key to a manager’s career progression. I also found out that being a headhunter and helping other managers hire great people was a far more lucrative career."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/pr03.html
言われてみれば採用は確かに昇進につながるかもな。
"First, the most suitable or the best person rarely got the job; instead, the person with the best interviewing and presentations skills did."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/pr03.html
これは結構あるんだろうなと思う。
"There is no correlation between interviewing and presentation skills and on-the-job performance. Judging people on how well they interview is a terrible way to assess ability."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/pr03.html
話がそもそも分からないというのはどうしたらいいんだ。
"Brian Tracy of Nightingale-Conant fame said on one of his audio programs that effective hiring represents 95 percent of a manager’s success. This seems a little high, but from what I’ve seen, 70 percent to 80 percent seems about right to me. This is still enough to keep hiring top talent in the number one position."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/ch01.html
採用の本ということを割り引いてもあながち間違ってないように思うのだが。小林せかいさんの本とは矛盾するとも言えるが。スキルと経験を重視しすぎないという意味では近いとも言える。未来食堂は「まかない」がバリューなので、何も真似する必要はない。
極端な言い方をすれば、当社が採用をする際に確認するのは、一定の能力、一緒に働くチームの人間が「この人を採用してください」と言うかどうか、ベクトルの３つだと言えます。
See More: http://lnr.li/nQW5X
一定のコンピテンシー・適合性・意欲って同じこと言ってることに気がついた。
"Modeling your hiring practice after the managers and recruiters who consistently find and hire good people is similar to modeling after the good performers for any type of job. This is pretty simple. Just find out what the most successful people do that makes them successful, and find other people who can do the same things."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/ch01.html
かんたんに言ってくれるなぁ。なんとなくだけど、コーチングの技術が採用面接にも使えるような気がしてきた。
Throughout, I cite some great books on management and hiring, specifically:
Execution: The Discipline of Getting Things Done by Larry Bossidy and Ram Charan, with Charles Burck.
Good to Great: Why Some Companies Make the Leap... and Others Don’t by Jim Collins.
First, Break All the Rules: What the World’s Greatest Managers Do Differently by Marcus Buckingham and Curt Coffman.
Winning by Jack Welch and Suzy Welch.
Jack: Straight from the Gut by Jack Welch, with John A. Byrne.
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- まず、ルールを破れ: すぐれたマネジャーはここが違う | カーリル
- ウィニング勝利の経営 | カーリル
- ジャック・ウェルチわが経営 上 | カーリル
"Even better, it works whether you’re hiring large numbers of entry-level people or one CEO."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/ch01.html
タイトルに依存しない手法というのが本当なら素晴らしいが…。
"While hiring the best on a consistent companywide basis is not easy, it’s no harder than setting up a worldwide distribution or accounting system, designing a new product, launching a new web site, or starting a business. It’s only a process that needs to be implemented, just like any other process."
via Check out this quote from Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition - https://learning.oreilly.com/library/view/hire-with-your/9780470128350/ch01.html
プロセスはただ実装するだけでよいというこの表現面白い。
