Table of Contents
What Does WHO Stand For in Interview Frameworks?
WHO is an acronym that stands for What, How, and Outcomes. Each letter represents a pillar of the evaluation process:
- What: Understanding exactly what the candidate did in specific situations
- How: Exploring how they approached and handled those situations
- Outcomes: Analyzing the measurable results of their actions
By focusing on these three dimensions, you move beyond surface-level credentials to understand a candidate’s real-world problem-solving ability and how they collaborate. Both critical factors in predicting job performance.
The WHO interview method identifies candidates with a proven track record of delivering results, making future performance easier to predict.
Who Is Considered an A Player in Hiring?
An A player is a highly talented individual who performs exceptionally well, delivers consistent results, and aligns perfectly with your company’s values and culture. These standout candidates combine the right mix of skills, personality, and drive, making them well-equipped to excel in your specific role and contribute innovative thinking to your team.
Whether you’re hiring for the first time, or your hundredth, the WHO method helps fill your growing team with qualified employees who bring fresh ideas and strong performance.
How Do You Implement the 4-Step WHO Interview Method?
The WHO method breaks hiring into four deliberate, measurable steps. Here’s how to use each one:
Step 1: What Should Your Scorecard Include?
A scorecard is your interview blueprint. It defines the exact criteria you’ll evaluate, turning subjective impressions into objective scores. Before posting your job posting, create a scorecard that documents:
- Mission and purpose of the role
- Outputs (goals) the new hire must achieve
- Qualities they need to succeed and fit your team
- Competencies required for strong job performance
- Interview script – the exact questions you’ll ask every candidate
How Do You Score Candidate Responses?
Use this 1-5 scoring rubric for each candidate response:
| Score | What It Means | |
|---|---|---|
| 1 (Poor) | Vague response with little detail; didn’t address the competency | |
| 2 (Fair) | Some detail, but response lacked depth or clarity | |
| 3 (Good) | Clear and relevant response, but could use more detail | |
| 4 (Very Good) | Detailed and relevant; demonstrated strong understanding and application | |
| 5 (Excellent) | Highly detailed and insightful; demonstrated exceptional mastery of the competency |
Ethically grading candidates means evaluating every applicant based on merit and objective criteria, not gut feeling or bias.
| Sample Interview Scorecard |
| Mission: Dynamic and results-driven sales professional who builds strong relationships, understands customer needs, and delivers exceptional service. Desired Outputs: Exceed current sales targets and expand market reach. |
| Personal Qualities | Comments | Score (1-5) |
|---|---|---|
| Strong communication skills | ||
| Self-motivated | ||
| Competencies | Comments | Score (1-5) |
| Market awareness | ||
| Networking abilities | ||
| Company Questions | Comments | Score (1-5) |
| How do you align with our core values?? | ||
| What do you like most about our company? | ||
| Skills Questions | Comments | Score (1-5) |
| What are sales techniques you have used in the past? | ||
| Behavioral Fit Question | Comments | Score (1-5) |
| How do you usually handle stress and high-pressure situations? | ||
| Tell me about a time when you faced an ethical dilemma in your sales role. | ||
| Situational Questions | Comments | Score (1-5) |
| How would you handle a dissatisfied client considering switching to a competitor? | ||
| How would you handle negative client feedback and improve service? | ||
| Cultural Fit Questions | Comments | Score (1-5) |
| How do you manage your time for a healthy work-life balance? | ||
| Describe a time you contributed to a team effort. How did you help the team reach their goal? | ||
| SCORE Total |
Step 2: Where Do You Find Your Best Candidates?
With your scorecard in place, it’s time to build your applicant pool. The best hiring teams treat candidate search as an ongoing process, not just when you have an urgent opening. An up-to-date talent pool decreases time-to-hire and reduces the risk of bad hires.
Referrals are your most effective channel. Personal networks, business connections, and employee referral programs all surface top talent vouched for by trusted sources. You can also extend your reach using a multi-job board distribution platform to access numerous candidate databases in one place.
An up-to-date applicant pool decreases hiring time and helps reduce the chance of making a bad hire, especially in industries with high turnover.
Step 3: How Should You Conduct the Five Types of Interviews?
Once you have a pool of qualified candidates, conduct five structured interviews to evaluate each person objectively. Each interview type requires a script with identical questions for every candidate. This eliminates bias and ensures fair comparison.
Phone Interviews
A quick initial screening to filter candidates and determine if they advance. Sample questions: ‘Tell me about yourself,’ ‘Why do you want to work here?’ ‘What are your salary expectations?’
WHO Interviews
In-person or video conversations that thoroughly review job performance history. Ask: ‘What is your professional background in this type of role?’ ‘What similar projects have you completed?’ ‘How do you approach team collaboration?’
Skill Interviews
Assessment of technical competencies specific to the role. Ask: ‘What software are you proficient in?’ ‘What are your three strongest skill sets?’ ‘What were your top responsibilities in your previous role?’
Compatibility Interviews
Whole-team conversations to evaluate cultural fit. The team asks their own questions. Sample: ‘How do you build relationships with new colleagues?’ ‘Tell me about a time you adapted to a new work environment.’ ‘How would you onboard a new team member?’
Reference Interviews
Direct conversations with the candidate’s past employers to validate performance and cultural alignment. Ask: ‘What were their biggest strengths and weaknesses?’ ‘How did they move projects forward?’ ‘Would you hire this person again?’
Asking every candidate identical questions from your interview script is the most effective way to eliminate bias and compare candidates on level ground.
Step 4: How Do You Score and Compare Candidates?
Calculate each candidate’s total score by averaging their competency scores. You can also break scores down by competency area to identify specific strengths and weaknesses. While numbers matter, also note their enthusiasm for the role and intangible qualities. These often serve as tie-breakers between two equally qualified candidates.
How Does the WHO Method Compare to Other Interview Approaches?
The WHO method stands apart from traditional and unstructured interviews because it balances thoroughness with objectivity. Here’s how it compares:
| Interview Method | Structure | Bias Risk | Best For | |
|---|---|---|---|---|
| Unstructured Interview | Informal, conversational questions vary per candidate | High: inconsistent questions favor certain backgrounds | Subscription-based (varies by region) | |
| Traditional Structured Interview | Pre-set questions asked consistently; minimal follow-up | Medium: fair but surface-level | Entry-level or high-volume hiring | |
| WHO Method | Structured script + deep behavioral follow-ups; scored on what/how/outcomes | Low: identical questions, objective scoring | Identifying top talent for any role; growing teams |
What Are the Best Practices for WHO Interviews?
Why Should You Prioritize Growth Mindset Over Raw Experience?
Experience matters, but one often-overlooked quality separates good hires from A players: a growth mindset. Candidates with growth mindset love learning, embrace challenges, and continuously develop their skills. They’re not fixed in their current competency, they’re committed to becoming experts, even if they’re not 100% proficient on day one. This adaptability is invaluable in any growing business.
How Do You Eliminate Bias in Your Interviews?
Conducting identical interviews with all candidates using the same pre-written questions eliminates unconscious bias. A level playing field lets every candidate’s merit shine through, regardless of gender, race, age, or background. This is especially critical during compatibility interviews, where team dynamics can introduce unintentional bias. Before the compatibility interview, brief all team members on which questions they can and cannot ask.
Performance is the key factor in evaluating candidates, and a standardized interview process allows the candidate’s true merit to shine through, free from unconscious bias.
How Do You Use the 5 Fs of Hiring to Attract A Players?
While the WHO method identifies top talent, you also need to sell your opportunity. Many hiring managers use the five Fs to attract and secure your talented candidates:
- Fit: How well the candidate’s goals and values align with the position and company culture
- Family: Benefits related to work-life balance: paid vacation, maternity leave, remote work options, flexible scheduling
- Freedom: How much independence the role offers and what management style they’ll experience
- Fortune: Salary, bonuses, benefits, incentives, and total compensation package
- Fun: Positive company culture, team dynamics, events, and the overall work environment
Hire Top Talent Faster With Wizehire
Frequently Asked Questions About WHO Interviews
Employee screening filters applicants early in the hiring process after resumes are collected but before interviews. Common screening methods include phone screenings, skill tests, video assessments, social media reviews, and trial assignments. Screening narrows your pool to only the most qualified candidates, saving time and ensuring you interview the best.
The WHO method is a type of structured interview, but more comprehensive. Both use identical pre-set questions for every candidate to ensure fair comparison. The WHO method goes further by requiring scorecards, follow-up questions focused on what/how/outcomes, and a five-interview process that includes reference checks and team compatibility assessments. This multi-layered approach identifies top talent with greater accuracy than basic structured interviews.
A complete WHO process (including phone screening, WHO interview, skill assessment, compatibility interview, reference checks, and final decision) typically takes 2–4 weeks depending on your role and candidate availability. While this requires more time upfront than a single-interview approach, it dramatically reduces the risk of bad hires and ensures you bring on top talent who perform from day one.
Author
Share
See How It Works