"Who" by Geoff Smart is the hiring bible. It offers a systematic approach to hiring the right individuals and provides a structured framework for doing so effectively. The book focuses on improving the quality of hires, which in turn can significantly impact the overall success of an organization.

[**Who**](https://amzn.to/3TR7Oa3) by Geoff Smart is the hiring bible. It offers a systematic approach to hiring the right individuals and provides a structured framework for doing so effectively. The book focuses on improving the quality of hires, which in turn can significantly impact the overall success of an organization.

Key Principles
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### 1\. Scorecard

*   Develop a comprehensive job scorecard that goes beyond basic job descriptions. This scorecard should clearly define the role’s objectives, key responsibilities, and expected outcomes.
*   Incorporate criteria for assessing both tangible results (like meeting sales targets) and behavioral aspects (such as teamwork and leadership qualities). This dual focus helps select capable candidates who align with the company’s ethos and work style.
*   A scorecard for a sales manager might detail specific sales goals, expected customer satisfaction levels, and leadership attributes necessary for team management.

### 2\. Source

*   Utilize diverse sourcing channels to attract candidates, including leveraging personal networks, industry-specific platforms, and social media.
*   Focus on building a deep and varied candidate pool, which increases the likelihood of finding the ideal match for the role.
*   Active sourcing, instead of passive job postings, often yields more qualified candidates.
*   Tapping into professional networks on LinkedIn or attending industry-specific conferences could effectively source candidates for a specialized marketing position.

### 3\. Select

*   Implement a structured interview process that probes into the candidate’s previous experiences and their relevance to the role at hand. Assessing how well a candidate’s skills and experiences align with the job requirements.
*   Employ behavioral interview techniques to evaluate a candidate’s competencies and personality traits. Reveal insights into how they might handle real-world job scenarios.
*   Asking a candidate to describe their involvement and approach in a past challenging project can offer a glimpse into their problem-solving and teamwork abilities.

### 4\. Sell

*   Effectively communicate the unique selling points of your organization to attract top-tier talent. Showcase the company’s strengths, growth opportunities, and the value it places on its employees.
*   Personalize your pitch to align with the candidate’s career aspirations and goals. Understanding what motivates a candidate can help in tailoring a compelling proposition.
*   Highlighting a company’s strong emphasis on professional development and growth opportunities can appeal to candidates looking to advance their careers.

### 5\. Check

*   Conduct thorough reference checks to validate a candidate’s qualifications and character. This step is crucial for confirming the information provided by the candidate and gaining additional insights into their work ethic and interpersonal skills.
*   Ask specific, targeted questions to previous employers or colleagues to better understand the candidate’s performance and behavior in professional settings.
*   For example, ask about a candidate’s ability to work under tight deadlines or collaboration skills in team settings.

### 6\. Coach

*   Provide consistent feedback and coaching to new hires to support their integration and performance. Regular guidance can help in adjusting to the new role and understanding expectations.
*   Monitor their progress in relation to the scorecard objectives and assist them in addressing any areas of improvement or gaps in performance.
*   Regular check-ins with a new project manager, for example, can offer them the necessary support and guidance to navigate their new role successfully.

### 7\. Compensation

*   Design a compensation package that is both fair and competitive, taking into consideration the candidate’s experience, skills, and the prevailing market rates.
*   Link compensation to performance and results to incentivize high performance and align employee goals with organizational objectives.
*   For a sales role, offering a performance-based bonus structure can motivate the sales representative to strive for higher sales targets, benefiting both the individual and the company.

### 8\. Culture Fit

*   Assess how well a candidate’s values, work style, and personality align with the company’s culture, ensuring a harmonious and productive work environment.
*   Focus on candidates who have the required skills and would integrate seamlessly into the team, contributing positively to the workplace dynamics.
*   During the selection process, evaluate whether a candidate’s collaborative and team-oriented approach aligns with the organization’s emphasis on teamwork and collective success.

Who

The A Method for Hiring

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