JOB BOARDS
forward to the present. You will ask about successes, mistakes, key decisions, and key relationships. You will ask the candidate to appraise every boss, and believe me, by the time candidates have described the strengths and weaknesses of every boss, you’ ll know if they are likely to have a good relationship with you.
And you will use the Topgrading Truth Serum and ask,“ If you arranged for your supervisor to talk with me, what is your best guess as to what the supervisor would say were your strengths, weaker points, and overall performance?” replace the B’ s and C’ s with A’ s and often end up with at least 75 % A Players, with many eventually reaching 90 %. And many find that, with Topgrading, instead of needing a staff of twelve, for instance, they only need a staff of nine( with eight As) that does the job cheaper and better.
Using the Topgrading Truth Serum and conducting candidate-arranged reference calls will definitely improve your hiring success. But there are plenty of other
interview techniques and hiring methods in Topgrading, so please download the free e-guide, Topgrading 301, by going to Topgrading. com.
Perhaps Topgrade is the single most important action you can take to make 2017 a more successful year! +
If you just asked that question about how managers would rate candidates, you would get extremely useful insights. But ask all the Topgrading questions and you will see amazing patterns revealed, enabling you to know everything about the candidate. That is how tens of thousands of managers have achieved an 85 % high-performer hiring rate.
THE TOPGRADING SNAPSHOT
4. CONDUCT CANDIDATE-ARRANGED REFERENCE CALLS. After the Topgrading Interview, you pick the bosses and others you want to talk with and the candidate arranges the calls. There is no phone tag.
Ta da! Topgrading just solved the hiring problems that caused you so many, costly mis-hires:
• Dishonesty is replaced by honesty
• Shallow interviews are replaced by the Topgrading Interview
• No verification( i. e., worthless references) is replaced by solid verification
Most managers have 25 % C Players, 50 % B Players, and 25 % A Players. Topgraders
DR. BRAD SMART, AUTHOR, PRESIDENT & CEO OF TOPGRADING, INC.
Dr. Brad Smart is an internationally renowned management psychologist and is generally regarded as the world’ s leading expert on hiring best practices. He has written 5 books on hiring including the New York Times / Wall Street Journal best seller Topgrading: 3rd Edition. Topgrading methods have enabled hundreds of small companies and leading companies such as General Electric, American Heart Association, and Barclays to more than triple their success hiring high performers.
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