Use Bitcoin to Solve the "Who" Problem

Per Geoff Smart and Randy Street, Who mistakes happen when :

Menageries (managers) :

• Are unclear about what is needed in a job
• Have a weak flow of candidates
• Do not trust their ability to pick out the right candidate from a pool of similar looking candidates
• Lose candidates they really want to join their team

How?

Decide what the MISSION is. What are you trying to accomplish as a team and what will the new hire's mission be. What OUTCOMES must the new recruit realize? Be clear about what COMPETENCIES successful candidates have that enable them to be A players. Be clear about the cultural fit - what needs to exist for ALIGNMENT.

How?

• Create a SCORECARD. This tells you how you'll judge the performance of the candidate after a few months on the job.
• SOURCE lots!!! of high quality candidates.
• SELECT qualifying candidates.
• SELL them on why this position is right for them.

How to efficiently whittle down a bunch?

Use a good phone screen :

• Could you tell me about your career goals?
• What are you really good at professionally?
• What are you not good at or not interested in doing professionally?
• Who were your last five bosses and how will they rate your performance on a scale of 1-10 when we talk to them?

How?

Use a good top-grading interview :

• What were you hired to do?
• What accomplishments are you most proud of?
• What were some of the low points in that job?
• Who were the people you worked with? Specifically :
• -- what was your boss' name and how do you spell that? What was it like working with that person? What will he/she tell me were your strengths and areas for improvement?
• -- tell me about the team you inherited? How would you rate them? What changes did you make? How would you rate the team when you left?
• Why did you leave?

I Hired Your Resume, But I Got You -- Jay Jordan

From the super book "Who" : Street/Smart Who : Critical Competencies for A Players

• . Efficiency. Able to produce significant output with minimal wasted effort.
• . Honesty/integrity. Does not cut corners ethieafly. Earns trust and maintains Confidence. Does What is right, not just what is politically expedient. Speaks plainly and truthfully.
• . Organization and planning : Plans, organizes, dchedules, and budgets in an efficient productive manner, Focuses on key priorities.
• . Aggressiveness- Moves  quickly and takes a forceful Stand without being overly abrasive.
• . Follow through on Commitments : Lives  up to Verbal and written agreements, regardless of personal cost,
• - Intelligence. Learns quickly. Demonstrates ability to quickly and proficiently understand and absorb new in formation. 
• . Analytical skills. Able to structure and process qualltative or quantitative data and draw insightful conclusions from it. Exhibits a probing mind and achieves penetrating insights.
• - Attention to detail. Does not let important details Slip through the cracks or derail a project.
• - Persistence. Demonstrates tenacity and Willingness to go the distance to get something done.
• . Proactivity. Acts without being told what to do. Brings new ideas to the company.

• Ability to Hire A Players (for managers), Sources, selects, and sells A Players to join a company,
• Ability to develop People (for managers). Coaches people in their current roles to improve performance, and prepares them for future roles.
• . Flexibility/adaptability. Adjusts quickly to changing priorities and conditions. Copes effectively with complexity and change.
• , Calm under pressure. Maintains stable performance when under heavy pressure or stress.
• . Strategic thinking/visioning. Able to see and communicate the big picture in an inspiring way. Determines opportunities and threats through comprehensive analysis of current and future trends.
• . Creativity/innovation. Generates new and innovative approaches to problems.
• - Enthusiasm. Exhibits passion and excitement over work. Has a can-do attitude.
• . Work ethic. Possesses a strong willingness to work hard and sometimes long hours to get the job done. Has a track record of working hard.
• . High standards. Expects personal performance and team performance to be nothing short of the best.
• . Listening skills. Lets others speak and seeks to understand their viewpoints.
• - Openness to criticism and ideas. Often solicits feedback and reacts calmly to criticism or negative feedback.
• - Communication. Speaks and writes clearly and articulately without being overly verbose or talkative. Maintains this Standard in all forms of Written Communication including email. 
• Teamwork. Reaches out to peers and cooperates with supervisors to establish an overall collaborative working relationship.
• Persuasion. Able to convince others to pursue a course of action.

Bill Johnson, CEO of Heinz' wish list : Chemistry, Commitment, Coachability, Controlled Ego, Requisite Intellect.