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FirstWho Academy

Learn to define a role, write useful questions, run a fair interview, and decide with evidence.

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Follow the hiring playbook

11 plays, in the order a hiring process runs.

Read the full playbook

  1. Play 1: Define the Job Before You Hire

  2. Play 2: Train Your Interviewers to Think, Not Guess

  3. Play 3: Ask Better Questions. Get Better Answers

  4. Play 4: Base Hiring Decisions on Facts, Not Hunches

  5. Play 5: A Bad Hiring Experience Loses Good People

  6. Play 6: Remote Work Needs Remote Hiring Rules

  7. Play 7: Diversity Works When It’s Part of the System

  8. Play 8: Use Hiring Tools That Help, Not Hinder

  9. Play 9: AI Is a Tool; Not a Judge

  10. Play 10: Promote from Within Before Looking Outside

  11. Play 11: Pay People for What They Do, Not How Long They’ve Stayed

Learn the foundations

Ideas that hold up whichever tools your team uses.

Foundations of Successful Hiring

Before a candidate can get an offer, multiple candidates must get evaluated. How can you be sure that your assessment identifies the candidate with the competencies required to succeed in your organization?

  • What is Job Analysis?

    Job analysis is the foundation of successful hiring. Through job analysis, “must have” competencies get uncovered, allowing job descriptions and interview questions to align with specific business needs.

  • Define the Job

    The correct job definition reduces the risk of assessing for the wrong skills and setting up a new hire to fail.

  • Get the Facts

    Job analysis is a research endeavor that uncovers the essentials while relegating the extraneous elements of a position.

  • Task Inventory

    Compiling a task inventory for a job is the most simplistic approach to uncovering a job’s “must-have” competencies.

  • Must-Have Competencies

    Awareness of “must-have” competencies is the secret weapon of hiring. But, unfortunately, it is frequently overlooked—much to the detriment of an organization’s impact.

  • An Accurate Job Description

    Job descriptions the central to marketing a position. The right job description help candidates self-select for competency, understand if financial requirements are met, and promote a candidate’s ability to see themself as belonging in your organization.

  • Ask the Right Questions

    You get a very limited amount of time to learn about a candidate’s ability to contribute to the success of your organization—use this time wisely!

  • What is Evidence Based Hiring?

    Transform hiring from guesswork to precision with evidence-based decisions using scorecards, ensuring fair, effective, and legally sound recruitment practices.

Structured Interviewing

Recruiting a Diverse Candidate Pool

Guides coming soon

Foundations of Successful Hiring

Glossary

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