Jeff Smart's book Who introduces the role scorecard, a framework that replaces generic job descriptions. Instead of copy-pasted postings, you define specific outcomes and competencies first, then evaluate candidates against them. A CFO hire, for example, needs proven M&A experience.
There's a really good book when it comes to hiring that will change the game for you. That book is called Who. That's written by a guy named Jeff Smart. And he has this concept called role scorecards. And so most people typically like to create a job description first. They might just go to the internet and cut and paste whatever job descriptions are out there, but that's not really thinking through what you actually need. And a role scorecard is great because it forces a hiring manager to think about, okay, what are the outcomes that I want to accomplish? So for example, if I want to hire a CFO that is really good at mergers and acquisitions, you know, they've done agency mergers and acquisitions deals. They've had a history of doing that. And so maybe I have 4 or 5 outcomes that I'm looking for, and then I can grade them on each of those when I interview these people, right? And then I can have the responsibilities and competencies and things like that, and then the job description will be created based off of that role scorecard.
