Who

The most important decisions that businesspeople make are not what decisions, but who decisions.

The most important decisions that businesspeople make are not what decisions, but who decisions. People drive success. In business, the who (the people you hire) is far more critical than the what (strategies, products, or processes). A-grade talent can solve any what problem, but even the best strategies fail with subpar talent. This principle applies across all levels of an organization, from entry-level positions to C-suite executives. Costly mistakes. Hiring mistakes are expensive, often costing up to 15 times an employee's base salary in lost productivity and resources. With a typical hiring success rate of only 50%, businesses waste significant time and money on poor hires. However, these mistakes are preventable with the right approach. A systematic approach. The "ghSMART A Method for Hiring" provides a structured framework to consistently identify and hire A Players – individuals who have a 90% chance of achieving a set of outcomes that only the top 10% of possible candidates could achieve. This method involves four key steps: Scorecard, Source, Select, and Sell.

Scorecards are your blueprint for success. Define success clearly. A scorecard is a document that precisely outlines what you want a person to accomplish in a role. Unlike a traditional job description, it focuses on outcomes and competencies that define excellent performance. This clarity helps both in hiring and in subsequent performance evaluations. Key components: Mission: A brief statement of the job's core purpose Outcomes: 3-8 specific, measurable results to be achieved Competencies: Skills and behaviors required for success, including cultural fit Strategic alignment. Scorecards should directly link to your business strategy, translating high-level goals into role-specific expectations. This ensures that every hire contributes directly to the company's objectives and maintains cultural alignment.

I am constantly on the hunt for talented people to bring into my company. Proactive talent acquisition. Successful leaders consistently source candidates, not just when positions open up. This ongoing process ensures a steady flow of high-quality candidates and reduces time-to-hire when needs arise. Key sourcing strategies: Referrals from professional and personal networks Employee referrals (with incentives) Deputizing "friends of the firm" Strategic use of external recruiters and researchers Systematic approach. Implement a system to capture and follow up with potential candidates regularly. Dedicate time each week to nurture these relationships, even when you're not actively hiring.

The patterns become clearer and clearer, so it becomes easy to get a fix on exactly what the individual's strengths and weaknesses are today. Chronological deep dive. The Who Interview involves a thorough, chronological walk-through of a candidate's career history. This structured approach reveals patterns of behavior and performance that are highly predictive of future success. Key…