Scorecards, Not Resumes: The Secret Blueprint for Hiring A Players

The resume is a relic. For decades, companies have relied on lists of past jobs and skills, hoping to predict future performance. But as the authors of 'Who' reveal, resumes are poor predictors of success. What works instead? Scorecards—living blueprints that detail the mission, outcomes, and competencies required for each role.

Unlike job descriptions, which are often vague and outdated, scorecards are precise. They answer three questions: Why does this job exist? What must get done? How will we measure success? For example, a scorecard for a sales director might specify, 'Grow revenue from $10 million to $20 million in two years, build a team of 90% A Players, achieve a 45% gross margin.' These specifics create alignment and accountability, ensuring everyone knows what winning looks like.

Creating a scorecard is a collaborative process. Leaders, peers, and even customers contribute, ensuring the scorecard reflects real needs. Once created, the scorecard becomes the north star for hiring, onboarding, and performance management. It also helps filter out candidates who are not a fit, saving time and reducing costly mistakes.

Companies that adopt scorecards see dramatic results. One tech firm slashed turnover by 40% after switching to scorecards, while another doubled its growth rate by insisting on clear, measurable outcomes for every new hire. The shift isn’t always easy—change meets resistance—but the payoff is undeniable.

Scorecards are more than a hiring tool—they are the foundation of a high-performance culture. If you want to hire A Players, start with a blueprint, not a guess.