How to Hire A Players (and avoid costly hiring mistakes)

Hey All,

Hiring the wrong person is one of the most expensive mistakes you can make as a founder. I’ve made my share of hiring mistakes, but it wasn’t until I came across today’s framework that I learned how to spot A players. Check it out!

Here’s what we're covering:

• Framework → WHO: The A-method of hiring

• Tool → Loom

• Insight → Why you should NOT fix your weaknesses

• Quote → The differences between A, B, and C players

Did someone forward you this email? Sign up here.

🏗️ Framework: WHO - The A-method of hiring

The WHO method for hiring is a framework developed by Geoff Smart and Randy Street. This method flips traditional hiring on its head. First, you work backward from the key outcomes you’ll looking to reach (the scorecard). Next, you find candidates with a track record of success through an in-depth and multi-faceted interview process. Finally, you select your ideal candidate and sell them on your vision.

Here’s the 4-step framework:

1. Scorecard → Define what success looks like for the position you're hiring. This includes:

   • Mission: Outline the job’s core purpose (What’s the ‘why’ for this role).

   • Outcomes: Determine what specific results must be achieved (think metrics and numbers)

   • Competencies: Identify the behaviors or skills the ideal candidate must possess (who is the type of person that will excel?).

2. Source → Seek out potential candidates for your job. Don't wait for them to come to you.

   • Network: Tap into your existing networks and ask for referrals.

   • Promote the position: Use job boards, social media, and other platforms to advertise.

   • Workforce: A players know other A players. Tap into your top performers for referrals to good candidates.

3. Select → Utilize a thorough interview process to find the best candidate.

   • Screening interview: Conduct an initial interview to gauge basic compatibility.

   • Topgrading interview: Conduct an in-depth interview reviewing the candidate’s career history.

   • Focused interview: Conduct interviews centered on specific competencies.

   • Reference interview: Check references to confirm your impressions.

4. Sell → Once you've selected the best candidate, sell them on your company.

   • Vision: Share your company's vision and how they fit into it.

   • Opportunities: Highlight the opportunities for growth and advancement.

   • Expectations: Clearly lay out what's expected of them.

   • Personal needs: Address the candidate's personal needs or concerns.

The best candidates are in demand by competitors. By following the framework above, you can make sure you’re investing in the right person while also selling them on the grander vision of your company.

🛠️ Tool: Loom

Loom is a video tool that allows users to record and share quick videos of their screen, often used for demonstrations or explanations, improving communication.

Why I love it:

• Easily share links to videos

• Low friction. I can go from idea to video quickly

• Reduce needless meetings

• More clarity and context in communications versus phone calls

I use Loom to delegate more effectively. Rather than spending time on the phone or writing SOPs, I create a short explainer video. The video can be viewed multiple times, shared with other team members, or added to a tutorial database. This cuts down on needless meetings and interruptions saving me 2-4 hours per month.

💡 Insight: Don’t fix your weaknesses, create guardrails instead

Fixing your weaknesses is a waste of time that results in mediocrity. Instead, get curious, discover what they reveal about you, and create guardrails. A guardrail can be a rule, a tool, or a person to protect you from yourself.

Ray Dalio, the legendary Hedge Fund investor says, "Instead of expecting yourself or others to change, I've found that it's often most effective to acknowledge one's weaknesses and create explicit guardrails against them."

Weaknesses uncover your blind spots - Through personality tests, I discovered that I’m a strong creator and a poor implementor. This means I love starting projects but struggle to finish them. With this awareness, I bring on a project manager to implement my ideas and hold me accountable for deadlines.

Weaknesses reveal what you should not be doing - I’m an impulsive decision-maker. Therefore, I make a rule to wait at least 24 hours before making important decisions. This guardrail protects me from making decisions before thinking them through.

🌟 Quote - The difference between A, B, and C players

When interviewing job applicants pay special attention to how they respond to questions about achievements. Are they answering in specifics (Ex. I helped grow our Marketing efforts by 35% in the first six months) or are they speaking in generalities (Ex. I worked with a great team and we really improved the marketing strategies for the company)?

A players can point to specific results! They think in outcomes.

Take care,

Victor

P.S. Whenever you’re ready, there are 4 ways I can help you:

1. Ready to build, launch and grow your business? Let’s chat. > Book a 1:1 call with me

2. Check out my live cohort course. Join the waitlist

3. Promote your brand to over 7,124 founders by sponsoring this newsletter.

4. Follow me on LinkedIn for daily tips to grow your business.