……第2条需要结合两点：(i) 背调访谈（reference interviews），以及 (ii) 在候选人面试中深挖细节。想知道具体怎么做可以读读这几本书：* 《Who》：https://www.amazon.com/Who-Geoff-Smart/dp/0345504194 * 《Topgrading》：https://www.amazon.com/Topgrading-3rd-Promoting-Turbocharges...
…#2 requires a mix of (i) reference interviews, and (ii) digging into details during candidate interviews. Read these books to learn how: * Who: https://www.amazon.com/Who-Geoff-Smart/dp/0345504194 * Topgrading: https://www.amazon.com/Topgrading-3rd-Promoting-Turbocharges...
顺便说一句，这在1999年的科技界是常见做法。它叫 Topgrading；最早是 GE 的韦尔奇搞起来的。详情可以去看看 http://www.amazon.com/Topgrading-Leading-Companies-Coaching-...
For what it's worth, this was common practice in tech in 1999. It's called Topgrading; it was started by Welch at GE. You can read all about it at http://www.amazon.com/Topgrading-Leading-Companies-Coaching-...
…I'm in agreement. If he means a 30-60 minute interview [[by each person that will be working with the candidate]] then we're in agreement, if he means in total no way. Anyone doing hiring should read Topgrading ( http://www.topgrading.com/index.cfm ) and even if you choose to not follow the full format you should be making conscious choices to do something different with good reasons behind it.
找一本叫《Topgrading》的书，它是一套方法论，定义了 A、B、C 级选手。大致凭记忆：A 级是聪明、能把事做成的人。重要的是：一个角色里的 A 级选手在另一个角色里未必还是 A 级。如果你……
Look for a book called Topgrading, it's a methodology and defines A,B and C players. Roughly from memory: A's are smart, get things done. The important thing is: An A player in one role may not be an A player in another role. If you…
There are ways to do biographical interviews which DO produce worthwhile results. Topgrading has examples of how to do this, and Aaron Patzer (the Mint guy) spoke about it -- basically you go through someone's resume and job/life history and ask why they made decisions at each step, which exposes…
…informally interview 2-3 people a month. Incidentally, this builds-up an amazing network of true contacts, which is to say NOT Linkedin contacts. The best primer on this process is Bradford Smart's Topgrading > http://www.goodreads.com/book/show/915182.Topgrading > then selling this service if I am capable? Connecting with buyers, in this case Hiring Executives falls into the specialty function of Sales…
……第2条需要结合两点：(i) 背调访谈（reference interviews），以及 (ii) 在候选人面试中深挖细节。想知道具体怎么做可以读读这几本书：* 《Who》：https://www.amazon.com/Who-Geoff-Smart/dp/0345504194 * 《Topgrading》：https://www.amazon.com/Topgrading-3rd-Promoting-Turbocharges...
…#2 requires a mix of (i) reference interviews, and (ii) digging into details during candidate interviews. Read these books to learn how: * Who: https://www.amazon.com/Who-Geoff-Smart/dp/0345504194 * Topgrading: https://www.amazon.com/Topgrading-3rd-Promoting-Turbocharges...
顺便说一句，这在1999年的科技界是常见做法。它叫 Topgrading；最早是 GE 的韦尔奇搞起来的。详情可以去看看 http://www.amazon.com/Topgrading-Leading-Companies-Coaching-...
For what it's worth, this was common practice in tech in 1999. It's called Topgrading; it was started by Welch at GE. You can read all about it at http://www.amazon.com/Topgrading-Leading-Companies-Coaching-...
……我同意。如果他的意思是每人 30-60 分钟的面试 [[每个将与候选人共事的人]]，那我们意见一致；如果他说的是总共那么长时间，绝对不行。任何负责招聘的人都该读读《Topgrading》（http://www.topgrading.com/index.cfm），哪怕你选择不遵循完整流程，也应该有意识地做出不同的选择，并且背后有充分的理由。
…I'm in agreement. If he means a 30-60 minute interview [[by each person that will be working with the candidate]] then we're in agreement, if he means in total no way. Anyone doing hiring should read Topgrading ( http://www.topgrading.com/index.cfm ) and even if you choose to not follow the full format you should be making conscious choices to do something different with good reasons behind it.
找一本叫《Topgrading》的书，它是一套方法论，定义了 A、B、C 级选手。大致凭记忆：A 级是聪明、能把事做成的人。重要的是：一个角色里的 A 级选手在另一个角色里未必还是 A 级。如果你……
Look for a book called Topgrading, it's a methodology and defines A,B and C players. Roughly from memory: A's are smart, get things done. The important thing is: An A player in one role may not be an A player in another role. If you…
有些做传记式面试的方法确实能产生有价值的结果。《Topgrading》里有如何操作的例子，Aaron Patzer（Mint 的那位）也谈过——基本上就是过一遍某人的简历和工作/生活经历，问他们在每一步为什么做那些决定，这能暴露……
There are ways to do biographical interviews which DO produce worthwhile results. Topgrading has examples of how to do this, and Aaron Patzer (the Mint guy) spoke about it -- basically you go through someone's resume and job/life history and ask why they made decisions at each step, which exposes…
……每月非正式地面试 2-3 个人。顺便说一句，这能建立起一个惊人的、由真正联系人组成的网络，也就是说，不是 LinkedIn 上的联系人。关于这个过程最好的入门书是 Bradford Smart 的《Topgrading》> http://www.goodreads.com/book/show/915182.Topgrading > 然后，如果我有能力的话，把这项服务卖出去？与买家建立联系，在这个例子里就是招聘主管，属于销售的专业职能……
…informally interview 2-3 people a month. Incidentally, this builds-up an amazing network of true contacts, which is to say NOT Linkedin contacts. The best primer on this process is Bradford Smart's Topgrading > http://www.goodreads.com/book/show/915182.Topgrading > then selling this service if I am capable? Connecting with buyers, in this case Hiring Executives falls into the specialty function of Sales…