The signal to noise ratio of Steve Blank is very high. I like this idea a lot. In the past I have been involved with firms who have done this on two dimensions: managerial competence and industry knowledge, or content knowledge and process knowledge. The circle is a great way to add another dimension to it.
The hard part seems to be the 2nd step - mapping the skills of the candidates to the description. It sounds easy, but rating soft skills is very difficult.
I think part of that would be asking the candidate how they feel about their skills.
Sure, they could lie, but if they're lying, the whole interview is suspect. Hiring a person who lied -at all- in the interview would be a bad idea. How could you possibly trust them?
The hard part seems to be the 2nd step - mapping the skills of the candidates to the description. It sounds easy, but rating soft skills is very difficult.
Thanks for sharing this!