The ultimate guide to the WHO interview method

You’d think hiring would be a breeze: people are clamoring for exciting positions, so you just pick one of the many talented candidates who come your way.

Yet in 2026, finding the right person for a job can feel like searching for a needle in a haystack. It takes too long, and sometimes you end up with someone who’s just not a good fit. That’s why companies spend so much time and money on hiring, and why many use candidate screening software to help them identify the strongest applicants.

But remember: what matters isn’t just the software you choose, but how you structure your hiring process and interviews. Enter the WHO interview method.

Created by Geoff Smart and Randy Street, this method helps you identify strong candidates more quickly. It’s a structured approach to interviewing that can improve hiring outcomes.

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 well they align with your team’s working style and values.

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 and one of my favourite books on hiring. You will also see the method called topgrading, which is the term the authors use for stacking your team with A players. Same method, different label, and people search for both. The WHO method breaks down hiring into four key parts to make sure you’re getting the right person, not just any person.

1. Outcomes: What results do you want from this person in their job?
2. Competencies: What skills and behaviors do they need to succeed?
3. Motivation: Are they driven and excited about the work?
4. 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.

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The WHO interview process

The WHO interview method isn’t about going with your gut. It’s a planned process. Here’s each step:

1. 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.
2. 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.
3. 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.

The WHO interview questions

The heart of the method is the focused interview, also called the topgrading interview. You walk the candidate through their work history in order, role by role, and ask the same set of questions about each one:

1. What were you hired to do? This surfaces the scorecard they were actually working against.
2. What were your biggest accomplishments in the role?
3. What were the low points or biggest mistakes, and what did you learn?
4. Who was your manager, and what would they say were your strengths and weaker areas?
5. Why did you leave?

Frame the follow-ups as “tell me about a time when,” so candidates give specific examples instead of tidy summaries. Look for patterns of success, and for problems that keep showing up across roles. That is how you separate who is genuinely capable from who just interviews well.

That fourth question does quiet work. When candidates know you will ask what their manager would say and how they would rate them, they tend to describe their whole history more honestly. Smart and Street call this TORC, the threat of a reference check.

Then score each accomplishment with the three Ps. Compare it to what the person did previously, to the plan or target they were given, and to their peers. “Doubled revenue” only means something once you know the starting point, the goal, and what everyone else hit.

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.

Why recruiting leaders love the WHO interview method

The WHO method can make hiring easier and more consistent. 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 bring more structure to your hiring, try the WHO method. It’s a way to build a stronger team and make your screening process more consistent.

The WHO method isn’t just about asking the right questions, it’s about structuring the entire hiring process for better outcomes. Even with the best interview framework, you still need to screen every candidate to find who’s worth interviewing. That’s where most recruiting teams get stuck.