Finding the right person for a job can feel like searching for a needle in a haystack. It’s tricky, takes forever, and sometimes you end up with someone who’s just not a good fit.
Enter the WHO interview method.
Created by Geoff Smart and Randy Street, this method helps you find that perfect candidate faster. It’s a structured way to interview that makes hiring more successful.
So, what’s the big deal?
The WHO method looks at four main things: Outcomes, Competencies, Motivation, and Fit. It’s not just about what a person can do, but why they do it and how they'd align with your team's work environment and values.
In this guide, we’ll walk you through the WHO method and show you how to use it.
What is the WHO interview method?
The WHO interview method wasn’t just made up on the spot. Geoff Smart and Randy Street, experts in hiring, came up with it. Their WHO book on hiring, Who: The A Method for Hiring, is a go-to for companies everywhere.
So, how does it work? The WHO method breaks down hiring into four key parts to make sure you’re getting the right person, not just any person.
- Outcomes: What results do you want from this person in their job?
- Competencies: What skills and behaviors do they need to succeed?
- Motivation: Are they driven and excited about the work?
- Fit: Will they match your company’s values and culture?
These parts will help you build a winning team:
- Create a Job Scorecard – Define outcomes, competencies, motivation, and fit.
- Screening Interview – Check for basic fit.
- Focused Interview – Dive deep into their experience.
- Reference Interview – Verify with past colleagues.
- Ask Behavior-Based Questions – Find out real successes and challenges.
- Use Scorecards – Keep evaluations structured and organized.
Preparing for the WHO interview with The Job Scorecard
Before you start interviewing, you need to prepare. That’s where the job scorecard comes in. Think of it as your roadmap for finding the right hire.
Typical job descriptions focus on duties but are often too vague. A job scorecard, on the other hand, spells out exactly what outcomes and skills are needed.
Here’s what to put on your scorecard:
- Key outcomes: What results should the person achieve?
- Competencies: Which skills and behaviors are essential?
This scorecard helps you stay focused and consistent in the WHO interview process.
The WHO interview process
The WHO interview method isn’t about going with your gut; it’s a planned process. Here’s each step:
- Screening interview: This is a quick way to see if the person is a basic fit. You’ll go through resumes and narrow down the pool.
- Focused interview: Now it’s time to dig deeper. Look at their work history and see if they have the skills and motivation for the job.
- Reference interview: Don’t skip this! Contact previous employers to verify their work history and job performance.
Each step helps you get a clear picture of the candidate. By following this process, you can make smart hiring decisions.
Crafting WHO interview questions
Interview questions are key to the WHO method. But they need to be the right type of questions—ones that get real answers.
Try starting with, “Tell me about a time when…” This lets candidates give specific examples from their past. Look for patterns of success or issues that keep popping up. This will help you figure out who’s truly capable and who’s just good on paper.
Using the WHO method in your hiring
The best thing about the WHO method is that it’s flexible. Whether you’re a small business or a large company, you can make it work for your hiring needs.
Think of the WHO method as a toolkit. You can use the parts that fit best for your company.
Many hiring systems use job scorecards and template interview schedules from WHO. This helps keep everything organized.
Use AI-assisted screening tools to help you out. Async video interviews with AI summaries and match scores can help you review every applicant and identify who aligns with your scorecard—without spending your week on phone screens.
Why hiring managers love the WHO interview method
WHO the method can make hiring easier and better. Here’s why:
- It helps you identify alignment early. When you hire someone whose work preferences match the role, you start with a stronger foundation.
- It’s more efficient. With a clear process, you can make quicker hiring decisions.
- It's consistent and transparent. Everyone is evaluated using the same standards, which creates a more structured process.
Avoiding common hiring mistakes with the WHO hiring method
One common mistake in hiring is going by “gut feeling.” Instincts are natural, but they’re not always right for hiring. The WHO method helps by keeping things structured and based on evidence.
By focusing on skills and outcomes, you’re less likely to hire someone just because they’re charming. The WHO method keeps you focused on what really matters.
Why the WHO methodology is worth implementing
The WHO method isn’t just a trend—it’s a smart, structured way to hire. By setting clear expectations, you’re more likely to get hires who fit well and contribute to your company’s success.
If you’re ready to level up your hiring, try the WHO method. It’s a way to build a stronger, happier team and make your hiring process smoother.
The WHO method isn't just about asking the right questions—it's about structuring the entire hiring process for better outcomes. But let's be real: even with the best interview framework, you still need to screen every applicant to find who's worth interviewing—and that's where most hiring managers get stuck.
That's where AI-assisted candidate screening tools comes in. Truffle combines async video interviews with AI summaries, match scores, and Candidate Shorts—plus three AI-resistant assessments (Personality, Situational Judgment, Environment Fit)—so you can review every applicant without phone-screening all of them. AI surfaces the signal. You make the call. Try Truffle for free today or book a call here.
The TL;DR
Finding the right person for a job can feel like searching for a needle in a haystack. It’s tricky, takes forever, and sometimes you end up with someone who’s just not a good fit.
Enter the WHO interview method.
Created by Geoff Smart and Randy Street, this method helps you find that perfect candidate faster. It’s a structured way to interview that makes hiring more successful.
So, what’s the big deal?
The WHO method looks at four main things: Outcomes, Competencies, Motivation, and Fit. It’s not just about what a person can do, but why they do it and how they'd align with your team's work environment and values.
In this guide, we’ll walk you through the WHO method and show you how to use it.
What is the WHO interview method?
The WHO interview method wasn’t just made up on the spot. Geoff Smart and Randy Street, experts in hiring, came up with it. Their WHO book on hiring, Who: The A Method for Hiring, is a go-to for companies everywhere.
So, how does it work? The WHO method breaks down hiring into four key parts to make sure you’re getting the right person, not just any person.
- Outcomes: What results do you want from this person in their job?
- Competencies: What skills and behaviors do they need to succeed?
- Motivation: Are they driven and excited about the work?
- Fit: Will they match your company’s values and culture?
These parts will help you build a winning team:
- Create a Job Scorecard – Define outcomes, competencies, motivation, and fit.
- Screening Interview – Check for basic fit.
- Focused Interview – Dive deep into their experience.
- Reference Interview – Verify with past colleagues.
- Ask Behavior-Based Questions – Find out real successes and challenges.
- Use Scorecards – Keep evaluations structured and organized.
Preparing for the WHO interview with The Job Scorecard
Before you start interviewing, you need to prepare. That’s where the job scorecard comes in. Think of it as your roadmap for finding the right hire.
Typical job descriptions focus on duties but are often too vague. A job scorecard, on the other hand, spells out exactly what outcomes and skills are needed.
Here’s what to put on your scorecard:
- Key outcomes: What results should the person achieve?
- Competencies: Which skills and behaviors are essential?
This scorecard helps you stay focused and consistent in the WHO interview process.
The WHO interview process
The WHO interview method isn’t about going with your gut; it’s a planned process. Here’s each step:
- Screening interview: This is a quick way to see if the person is a basic fit. You’ll go through resumes and narrow down the pool.
- Focused interview: Now it’s time to dig deeper. Look at their work history and see if they have the skills and motivation for the job.
- Reference interview: Don’t skip this! Contact previous employers to verify their work history and job performance.
Each step helps you get a clear picture of the candidate. By following this process, you can make smart hiring decisions.
Crafting WHO interview questions
Interview questions are key to the WHO method. But they need to be the right type of questions—ones that get real answers.
Try starting with, “Tell me about a time when…” This lets candidates give specific examples from their past. Look for patterns of success or issues that keep popping up. This will help you figure out who’s truly capable and who’s just good on paper.
Using the WHO method in your hiring
The best thing about the WHO method is that it’s flexible. Whether you’re a small business or a large company, you can make it work for your hiring needs.
Think of the WHO method as a toolkit. You can use the parts that fit best for your company.
Many hiring systems use job scorecards and template interview schedules from WHO. This helps keep everything organized.
Use AI-assisted screening tools to help you out. Async video interviews with AI summaries and match scores can help you review every applicant and identify who aligns with your scorecard—without spending your week on phone screens.
Why hiring managers love the WHO interview method
WHO the method can make hiring easier and better. Here’s why:
- It helps you identify alignment early. When you hire someone whose work preferences match the role, you start with a stronger foundation.
- It’s more efficient. With a clear process, you can make quicker hiring decisions.
- It's consistent and transparent. Everyone is evaluated using the same standards, which creates a more structured process.
Avoiding common hiring mistakes with the WHO hiring method
One common mistake in hiring is going by “gut feeling.” Instincts are natural, but they’re not always right for hiring. The WHO method helps by keeping things structured and based on evidence.
By focusing on skills and outcomes, you’re less likely to hire someone just because they’re charming. The WHO method keeps you focused on what really matters.
Why the WHO methodology is worth implementing
The WHO method isn’t just a trend—it’s a smart, structured way to hire. By setting clear expectations, you’re more likely to get hires who fit well and contribute to your company’s success.
If you’re ready to level up your hiring, try the WHO method. It’s a way to build a stronger, happier team and make your hiring process smoother.
The WHO method isn't just about asking the right questions—it's about structuring the entire hiring process for better outcomes. But let's be real: even with the best interview framework, you still need to screen every applicant to find who's worth interviewing—and that's where most hiring managers get stuck.
That's where AI-assisted candidate screening tools comes in. Truffle combines async video interviews with AI summaries, match scores, and Candidate Shorts—plus three AI-resistant assessments (Personality, Situational Judgment, Environment Fit)—so you can review every applicant without phone-screening all of them. AI surfaces the signal. You make the call. Try Truffle for free today or book a call here.
Try Truffle instead.
