– Build a culture that retains high performers through coaching, recognition, and growth.
Book Summary
| Language | English (277) |
|---|---|
| Published On | 2001 (4) |
| Timeperiod | Contemporary (95) |
| Genre | business (16), management (2) |
| Category | Business (22) |
| Topics | culture (6), hiring (1), interview (1), onboarding (1), retention (1) |
| Audiences | founders (8), HR professionals (5), managers (69), small-business owners (2), team leads (3) |
Table of Contents
- What’s Inside Hire and Keep the Best People
- Book Summary
- Chapter Summary
- Hire and Keep the Best People Insights
- Usage & Application
- Life Lessons
- FAQ
- Famous Quotes from Hire and Keep the Best People
What’s Inside Hire and Keep the Best People
Synopsis
A concise, actionable guide to recruiting A-players, interviewing for fit and competence, and retaining high performers through clear goals, coaching, recognition, and growth opportunities.
Book Summary
– Use structured, multi-step interviews and verification to reduce bias and risk.
– Onboard with clarity: goals, metrics, and immediate feedback loops.
– Retain with growth, recognition, and a high-performance culture.
– Address underperformance fast, coach, reassign, or part ways respectfully.
Chapter Summary
- 1. Hire for Results: Start with clear, measurable outcomes for the role.
- 2. Build a Talent Pipeline: Recruit continuously and source widely.
- 3. Define Competencies: Identify must-have skills, values, and behaviors.
- 4. Screen Systematically: Use applications, brief calls, and work samples.
- 5. Structured Interviewing: Ask evidence-based, behavior questions tied to results.
- 6. Test and Verify: Assess skills, check references, and validate claims.
- 7. Make a Winning Offer: Sell the mission, impact, growth, and fit.
- 8. Onboard with Clarity: Set goals, metrics, and the 90-day success plan.
- 9. Coach for Performance: Frequent feedback, training, and accountability.
- 10. Motivate and Recognize: Use praise, responsibility, and rewards that matter.
- 11. Build Retention Systems: Career paths, development plans, and culture.
- 12. Manage Out Misfits: Address low performance quickly and fairly.
Hire and Keep the Best People Insights
| Book Title | Hire and Keep the Best People |
| Author | Brian Tracy |
| Publisher | AMACOM (American Management Association) |
| Translation | None (originally published in English) |
| Details | Publication Year/Date: 2001; ISBN: 978-1576751275; Last edition: 2001, Berrett-Koehler Publishers; Number of pages: 112. |
| Goodreads Rating | 3.79 / 5 – 111 ratings – 15 reviews |
Author Bio
Brian Tracy, a prolific author gained global reputation because of his best seller book list such as Eat That Frog!, Goals!, and The Psychology of Selling, and created influential audio programs like The Psychology of Achievement. He is sought after guru for personal development and business performance. Brian Tracy International, coaches millions of professionals and corporates on sales, goal setting, leadership, and productivity.
Official Website |Facebook | X | Instagram | YouTube |
Usage & Application
How to Use This Book
Start by rewriting one job description into a results-based scorecard and you’ll instantly improve interviewing and selection.
In a fast-growing startup, implement a weekly, 30-minute pipeline review: track candidates, bottlenecks, and time-to-fill; you’ll cut hiring cycle time by 25–40%. In a retail team with high churn, launch a 90-day onboarding sprint with crystal-clear metrics and a Friday feedback cadence; expect 15–30% better ramp times and noticeable morale gains.
For a mature team, use Tracy’s recognition rhythm, public praise for specific behaviors and progress—to lift engagement without increasing payroll. The key is compounding: a strong hire creates downstream wins in revenue, quality, and culture.
Apply one chapter per week, measure a single metric (quality-of-hire, 90-day retention, or manager satisfaction), and iterate until your process hums.
Video Book Summary
Life Lessons
- Hire to outcomes, not résumés-define what success looks like and recruit to it.
- Systems beat instincts-structure your sourcing, interviews, and verification.
- Onboarding is retention-clarity in the first 90 days drives long-term success.
- Recognition multiplies results-catch people doing things right, specifically and often.
- Act fast on misalignment-coach decisively, reassign, or part ways respectfully.