Assessing GWC in Candidate Interviews

I’m in the middle of hiring right now, and here’s the filter I run every single person through: The GWC framework. It’s simple, but it’s saved me from a lot of bad hires. 👉 G = Get it Not just “do they understand the job description.” Do they really get what you’re building and why? Do their follow-up questions show they grasp the nuances? 👉 W = Want it Skills can be taught. But you can’t fake genuine excitement long-term. You want the person who’s genuinely excited to contribute and improve what you’re building. 👉 C = Capacity This is where most hiring goes wrong. It’s not “can they do the job?” It’s “can they do it well, consistently, given everything else they have going on?” Capacity = time + energy + resilience. Here’s the rule: ✅ All 3 must be a yes. ❌ 2 out of 3 is always a no. Curious: what’s your #1 filter for making great hires? ---- I first learned this from Gino Wickman’s book Traction, and it’s one of the most practical filters I’ve ever applied to hiring.

𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 & 𝗚𝗥𝗖 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: The #1 thing you can do for your team's performance is hiring excellent people. But most people stick to typical behavior interview processes. Here's my favorite framework you can use instead: 𝗚𝗪𝗖 𝗖𝗼𝗿𝗲 𝗩𝗮𝗹𝘂𝗲𝘀 We use the "GWC Core Values" framework popularized by Gino Wickman's book "Traction". The way it works at risk3sixty is we measure each candidate against 8 criteria - Get it - Want it - Capacity to do it - Our 5 core values The team scores the candidate 0-3 in each category. A zero disqualified them and they have to get at least a 16 to be considered. We do both behavioral interviews along with a case study to assess critical thinking, problem solving, and written communication. The end result is a simple, but repeatable hiring process that emphasizes the candidate's ability to do the job, but also their fit with our core values.

"Get the right people in the right seats" - a mantra we've all heard, but how many of us understand its implementation? I have over 20 years of experience helping organizations with their hiring processes. And during that time, it's easy to see the consistencies in what works and what doesn't, when it comes to managers making the right hiring decisions. During this time, I've learned that this process begins with a crucial, yet often overlooked step: acknowledging your company's core values. Not the aspirational ones, but the real, sometimes gritty values that drive your business. Once identified, these values become your north star for hiring and retention. The odds of a successful hire and reduced turnover increase significantly when organizations next transform these values into a powerful feedback tool. Instead of vague critiques when someone "doesn't fit", discussions and decisions about hiring and performance management are anchored in these core principles. It's amazing how this approach captivates your team's attention and drives meaningful change. Another tool to help with this process is the GWC Method. This is a simple yet effective approach, made popular by the book "Traction" and the EOS system. The GWC method stands for: Get it, Want it, and Capacity to do it. For each team member, ask yourself these questions: - Do they truly understand their role? - Are they passionate about it? - Do they have the capacity to excel? By following these two steps, you'll not only get the right people in the right seats but also create a more aligned, motivated, and high-performing team. #LeadershipInsights #TeamBuilding #OrganizationalSuccess

Tell me if this sounds familiar to you: A candidate with a stellar resume walks in. Perfect experience. Impressive track record. All the right certifications. But 6 months later, it's not working. You're both frustrated and wondering what went wrong. Here's the hard truth: Skills alone don't make the right fit. The Entrepreneurial Operating System (EOS) has cracked this code with a dead-simple framework: GWC 1️⃣ Do they Get it? - Do they naturally grasp how things work? - Can they connect the dots without constant explanation? - Do they understand the WHY behind their role? 2️⃣ Do they Want it? - Are they genuinely excited about the work? - No convincing, no cajoling needed? - Do their eyes light up discussing the role? 3️⃣ Do they have the Capacity to do it? - Technical skills? Check. - Emotional bandwidth? Essential. - Time and energy to crush it? Non-negotiable. You need all three. Not two. Not "well, mostly." All. Three. Full stop. I've seen brilliant people fail because they "Got It" and "Could Do It" but didn't really "Want It." I've watched passionate folks struggle because they "Wanted It" but just couldn't "Get It." This isn't about judgment. It's about clarity. It's about putting people where they'll truly thrive. Running your company on EOS means getting brutally honest about these fits. Because when someone's in the wrong seat, nobody wins. Not them. Not you. And definitely not the business. ♻️ Reshare this post with an entrepreneur who needs to re-evaluate their team ➕ Follow me, Mark O'Donnell, for more insights on how to build a high-performing team