- The authors proposed a hiring framework called ghSMART A Method for Hiring
- Scorecard
- Mission statement
- Outcomes define what a person needs to accomplish in a role, providing a clear understanding of success metrics.
- Competencies determine how a new hire will operate and achieve outcomes; the list should be tailored to the specific position and organisation.
- Cultural fit
- Ensure alignment with the business plan, communicating the scorecard to relevant parties.
- Sourcing
- Selection – a series of 4 interviews
- Screening interview: use “getting curious” technique to gather more information and understand the candidate’s experiences and behaviours in more detail.
- Who Interview: examines a candidate’s behavioural patterns and career history to assess their fit with the job requirements. It’s done chronologically and focuses on accomplishments, low points, working with others, and reasons for leaving past jobs.
- Focused interview: focuses on the outcomes and competencies of the scorecard, assesses cultural fit, uses skill-will framework to determine if the candidate is aligned with the scorecard requirements.
- Reference interview:
- Sell – persuading candidates by understanding their needs, categorised as 5Fs
- Fit: aligning the company’s vision, strategy, and culture with the candidate’s goals, skills, and values.
- Family: entails supporting the candidate and their family during the job transition
- Freedom: ensuring candidates have autonomy in decision-making within the company
- Fortune: financial stability and compensation
- Fun: work environment and interpersonal relationships within the company
- Building successful teams involves attracting and retaining “A Players,” with hiring based on future role requirements rather than current performance or tenure.
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- Scorecard
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