Reddit reviews Who

https://smile.amazon.com/gp/aw/d/0345504194/

This is worth reading for anyone that is looking for "A Players" as a hiring manager. It's an easier to digest version of Top Grading.

The Who: You have to recruit mainly from referrals from your own co-workers + strong outside recruiters. Most of what makes a good hire is clearly defining the role.

1. The mission for the position - What is the "essence" of the role. A broad stroke of what the job description is.
   
2. Outcomes that need to be accomplished - Specific quantitative outcomes that must be achieved by this individual.
   
3. Competencies for the role - Defines HOW you expect your new hire to operate.
   
   Example:
   
   Mission:
   
   To strengthen our online marketing presence and sales funnel in order to generate more revenue.
   
   Outcome:
   
   Create 3-8 outcomes by order of importance. For example, for a Director of Marketing:
   
   • Get to first page of Google by end of year for specific keywords
   
   • Optimize a top-down sales funnel strategy within 90 days of employment
   
   • Increase our email list by 300% with a 15% open rate within 12 months
   
   • Increase page views from 50k/mo to 150k/mo.
   
   • Etc.
   
   

• Notice how the outcomes are quantifiable. You will know whether these outcomes are achieved or not
  
  Competencies:
  
  Does this person have the skills to pull this off? You list them in order of importance.
  
  

1. Efficiency: Able to product significant output with minimal effort
   
   
2. Honesty/Integrity: Does not cut corners ethically, earns trust, does what is right, speaks plainly and truthfully
   
   
3. Organization and Planning: Plans, organizes, schedules, and budgets in an efficient manner. Focuses on key priorities.
   
   
4. Aggressiveness: Moves quickly and take a forceful stand without being overly abrasive. Follow through on commitments. Lives up to written and verbal agreements regardless of personal cost.
   
   
5. Intelligence: Learns quickly, absorbs new information
   
   
6. Analytical Skills: Take data and draw insightful conclusions from it. A probing mind and achieves penetrating insights. Attention to Detail: Does not let important details fall through the cracks or derail a project.
   
   
7. Persistence: Tenacity to get the job done. Willing to go the distance.
   
   
8. Proactivity: Acts without being told what to do. Brings new ideas to the company.
   
   
   Also, evaluating for cultural fit is a major process outside of core competencies.
   
   • Leadership team in room. What adjectives would you use to describe our culture.
   
   • When picture emerges. “Analytical, focused, fast moving, etc.”
   
   • Chemistry has to be there. Like an organ donor, must be a match otherwise body will reject the new organ.
   
   Then you create a scorecard with each candidates score. The key is that you clearly define the role and know exactly what you are looking for. This is also just an overview, the exact specifics have not yet been added in my notes.
   
   You can buy the book here: http://www.amazon.com/Who-Geoff-Smart/dp/0345504194
   It's actually a really good read.
   
   If you are looking for an outside IT Recruiter to help, I am one professionally and have been doing it for over 4 years. Please PM if you'd like to talk - I'm based in Washington, D.C.