High-Level Thoughts

An excellent tactical resource on hiring, needs to be re-read when I’m actually hiring people.

Summary Notes


  • “Scorecards describe the mission for the position, outcomes that must be accomplished, and competencies that fit with both the culture of the company and the role.”
  • “The scorecard is composed of three parts: the job’s mission, outcomes, and competencies. Together, these three pieces describe A performance in the role—what a person must accomplish, and how. They provide a clear linkage between the people you hire and your strategy.”
  • “The mission is an executive summary of the job’s core purpose. It boils the job down to its essence so everybody understands why you need to hire someone into the slot.”
  • “Outcomes, the second part of a scorecard, describe what a person needs to accomplish in a role. Most of the jobs for which we hire have three to eight outcomes, ranked by order of importance… While typical job descriptions break down because they focus on activities, or a list of things a person will be doing (calling on customers, selling), scorecards succeed because they focus on outcomes, or what a person must get done (grow revenue from $25 million to $50 million by the end of year three).”
  • “Competencies define how you expect a new hire to operate in the fulfillment of the job and the achievement of the outcomes.” Critical ones:
  • Efficiency
  • Integrity
  • Organization
  • Aggressiveness
  • Follow through
  • Intelligence
  • Analytical skills
  • Attention to detail
  • Persistence
  • Proactivity

“Of all the ways to source candidates, the number one method is to ask for referrals from your personal and professional networks.”

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