Book Description From the Publisher Atta Tarki is the CEO of Ex-Consultants Agency. Atta leads ECA’s Private Equity and Venture Capital practice, where he supports PE-owned, VC-owned and other high growth companies with filling C-level positions. Prior to founding ECA, Atta spent six years as a management consultant at L.E.K. Consulting. Atta graduated with a MSc in Economics & Finance from Stockholm School of Economics. Read more From the Back Cover “A needed wake up call.” — Shane Frederick, Professor of Marketing, Yale School of Management“The definitive book on recruiting.” —Inanc Balci, co-founder of Unicorn Lazada Group ”Talent will increasingly be the main competitive differentiation between companies. Hiring managers can improve their recruiting results by following the evidence-based methods presented in this book.” —Marc Bitzer, CEO, Whirlpool “You can only produce extraordinary results if you hire extraordinary talent. Evidence-Based Recruiting provides important insights and practical approaches to doing just that.” –Jim Williams, Senior Advisor and former Partner, TPG Global“Evidence-Based Recruiting provides many important and helpful insights that can help you recruit, develop and retain a winning team.” —Ron Williams, former Chairman & CEO, Aetna Inc. Read more About the Author Atta Tarki is the CEO of Ex-Consultants Agency. Atta leads ECA’s Private Equity and Venture Capital practice, where he supports PE-owned, VC-owned and other high growth companies with filling C-level positions. Prior to founding ECA, Atta spent six years as a management consultant at L.E.K. Consulting. Atta graduated with a MSc in Economics & Finance from Stockholm School of Economics. Read more Customers Review: Like many other Myers Briggs’ ‘EN’, I have been relying primarily on intuition when hiring. I must therefore admit that I was somewhat skeptical to the primary thesis of this book. I was however eager to get my perspective challenged given the utmost importance of recruiting for niche consulting firms like ours. I was impressed by the plethora and depth of example outlined in the book, and how the author outlined the pros and cons of both qualitative and quantitative hiring methods. The book also offers insightful pointers on where each method can be utilized to improve hiring outcomes – while cautioning hiring managers against blindly following data-driven methods. The discussion about interview biases and how interviewers can design the interview process to statistically reduce the risk of biased decisions was particularly interesting! Bias can be very insidious. While I’ll likely continue to rely on intuition as the primary driver of my hiring decision -and rely on others on our team to provide complementary input that is more systematic- I’ll certainly fold in key aspects of this work in the future! I’ll finally add that the author Atta Tarki has shared many interesting insights from the book in various videos and articles that can be found online! Overall, a great read!
Found this book on amazon, thought I would give it a try.I have been looking for a systematic analytic approach for hiring the right person but could not find the secret sauce. This book seems to be the approach I have been looking for. One thing that I appreciate is that it breaks the process of hiring down to the data based on research and proven strategies. Easy read don’t have to be an academic or an MBA but useful if you are.
Hiring talent is the number one task for any leader. Yet Atta Tarki explains why we are still in the dark ages with our typical approaches. Data driven science is changing every field of business and recruiting should be no different. This is a must read for any manager building out a team.
This book was super helpful in developing a stronger, strategic approach to finding the right people for my company. Atta breaks down not just “why,” but “how,” to create an improved process in your organization, and develop a company/culture of star performers. Highly recommend!
I really enjoyed Mr. Tarki’s approach to recruiting. He uses a logical framework, that is easy to follow for anyone responsible for building teams. Each chapter has a summary as well, which I find useful when referring back to something I might have a question about.Moreover, his style is easily digestible, and he gives real life, relatable examples. I truly believe this will be the a key textbook in all top-tier MBA programs.
extraordinarily comprehensible, elucidated hiring practices that i intend to implement in my own company. Gave solid practical examples which were easy to relate to.
I received this book specifically to write a review. That said, I try to be honest and open in all my reviews.(Please see the enclosed pictures.)The author, Atta Tarki, makes the point that most employers treat hiring people as more of an intuitive art than as a science, and in this day and age, science generally wins.Why four stars? If you are a hiring manager then you both need to develop your own strategy for consistent hiring and convince potential higher level managers that this is a good idea. The book is full of diagrams, statistics, and anecdotes to help you convince the decision makers to try a quantitative approach. Also, the book has some good ideas, e.g., use committees to hire, not just individual managers. All good advice.The book has a fair amount of references, and I believe the central message that employers that spend time developing mathematically based strategies for hiring are generally going to do better than relying on intuition.That said, the book is full of interesting points, but it is relatively light on details. For example, it talks in broad strokes about testing employees, but it does not demonstrate how to test them. The book talks about conducting integrity tests, but I would have to develop this myself to apply this technique.The book is a little self contradictory too. It uses the “Moneyball” model of relying on statistics to pick people, but the actual point of Moneyball was that a counter-intuitive, quantitative based approach, ignore super stars and focus on base performance (getting on base in the case of Moneyball), but the book is actually advocating the opposite – focus on getting some super stars.All in all, it is an interesting read and worth your time to peruse, but could have used some additional, in-depth information to make the book more practical to apply.
The author has a unique understanding of the dynamics of team building through employing adapted modern tactics.It’s not teaching you a recipe, but rather shows you a way to continuously tweaking multiple recipes so you’re never caught off guard. As long as you understand the mindset necessary for being a successful head hunter, you’ll realize you don’t need a recipe, in fact, you’re the one creating new ones.This book helps you understand what good hiring practices are and should be in the future.I found it to be an interesting read and a must for people in charge of certain departments of big&medium organizations. |
14 reviews