The recruiting and hiring process is time-consuming and expensive.
So, at the end of it, you want to do everything you can to be sure you have an A Player ready to join your team.
Use the Topgrading corporate hiring and interviewing methodology to successfully get A Players on their teams.
If you want to know the key to hiring well, check out these 12 steps for conducting Topgrading interviews:
The only way you’ll know if Topgrading is successful for your organisation is to define your current hiring success before implementing the Topgrading strategy.
Some people might want to rush this step, but ultimately tracking your hiring metrics to find out what’s successful will save time.
This is a fundamental way Topgrading is differentiated from other hiring frameworks.
Most organisations rely on job descriptions when hiring. Unfortunately, they are often so vague neither the prospective employee or the hiring team has a clear understanding of what A-level performance is for that job.
A job scorecard specifies the minimum metrics for an A Player while also including the measurable accountabilities, like the position’s purpose, skills and competencies required, key responsibilities and desired results.
This clarity ensures everyone is on the same page.
Running ads or using recruiters to find new employees is slow, expensive and often ineffective.
When you use the Topgrading process, recruiting from networks – yours as well as the networks of A Players who are currently on your team – is a top priority.
The nurturing of personal and professional networks (even when you don’t have an open position) is time well spent when you find yourself needing to add to your team.
These forms help you understand a candidate’s previous work experiences. They ask for a candidate’s salary history, reasons why they left previous positions, manager ratings and self-appraisals.
Furthermore, you can get a good snapshot of a candidate through these forms to determine who should be considered for a telephone screening interview.
The telephone screening interview is another important step for hiring success. This is used to narrow down the field of candidates.
Candidates should be asked questions from Topgrading’s Telephone Screening Interview Guide concerning their current or recent jobs, professional goals and experience. Only candidates you believe could be true A players should be invited to the next step: face-to-face interviews.
These interviews focus on comparing the candidate’s credentials with those outlined on the job scorecard.
Candidates will typically meet with several people in the company who will evaluate the candidate’s fit, experience and education for the open position. Also, candidates are given an opportunity to ask questions.
This is a critical step in the Topgrading methodology.
At the Topgrading interview, the interviewer will ask chronological questions about the candidate’s education and details about the candidate’s self-appraisal, jobs and professional goals as outlined in the Topgrading Interview Guide.
If the position is in management, two interviewers will ask questions at the same session and follow the Tandem Topgrading Interview structure. This process is lengthy and often takes between 4 to 6 hours.
Although this is time-intensive, it’s worth the effort to avoid a mis-hire. The Topgrading interview is designed to give interviewers a true glimpse of the candidate and the ability to identify traits that would result in a good hire.
This is such a critical aspect of hiring that there are many resources and training guides for just this one step.
Many of the hiring managers responsible for conducting Topgrading interviews haven’t had much, if any, training on how to interview candidates. So, it’s important that they get feedback on their own interviewing performance.
Many Topgraders attend a 2 day hands-on workshop to refine their interviewing skills. Internally, the organisation should use the Topgrading Interviewer Feedback Form so that hiring managers can use the feedback to hone their skills.
If the right questions aren’t asked during the Topgrading interview, a bad hire can result. To avoid that situation in future, feedback and training are important.
There should be a report created for each candidate that a hiring manager will review. It should summarise the notes you’ve taken throughout the process.
This will make it easier to compare the credentials of the various candidates.
No matter how well the candidate performed in the interview process, never extend a job offer until reference calls are completed.
By having the candidate involved in setting up the calls, they know you are serious about verifying their credentials.
Moreover, it is also more efficient since the candidate has a relationship with the person who will provide the reference. If all checks out, you’re ready to make an offer.
Throughout the Topgrading process, your hiring team collected a lot of information about the candidate. The new hire should sit down with the interviewers and use a Topgrading template to create an Individual Development Plan.
This is a powerful starting point in their tenure with your organisation, as it pinpoints the areas they excel in but also provides a roadmap for things that need improving.
Just like you must measure your hiring success before using Topgrading strategies, you must track your success rate after implementing Topgrading.
The recruiting and hiring process involves learning new skills. Over time, you should see your hiring and promotion success rate improve, more A-players on your team and turnover decrease.
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I hope you have enjoyed these insights. Have a great week and stay growth-focused!