Risk & Business Magazine General Insurance Services - Fall 2020 - Page 15

HIRING APPROACH GOOD HIRE. WE DON’T KNOW WHETHER ANY OF THESE ACTUALLY LEAD TO BETTER HIRES, BECAUSE FEW OF THEM ARE VALIDATED AGAINST ACTUAL JOB PERFORMANCE. THAT ASIDE, THESE ASSESSMENTS HAVE SPAWNED A COUNTERWAVE OF VENDORS WHO HELP CANDIDATES LEARN HOW TO SCORE WELL ON THEM. We’ve properly validated personality tests and found that every personality test that requires a minimum score eliminates as many A Players as C Players. Google any of the popular tests and you can get the questions as well as how to “game” the test. REVAMP YOUR INTERVIEWING PROCESS. The Topgrading Interview is by far the most thorough, most revealing, most valid interview method. All other interview approaches should be “revamped” – into the waste basket. RECOGNIZE THE STRENGTHS AND WEAKNESSES OF MACHINE LEARNING MODELS. CULTURE FIT IS ANOTHER AREA INTO WHICH NEW VENDORS ARE SWARMING. The Topgrading Interview “nails” culture fit because candidates are asked, for every job, what they liked and disliked about the company and their job and they are asked how every boss would rate them on overall performance, and what their managers would list as their strengths and weaker points. MACHINE LEARNING MODELS DO HAVE THE POTENTIAL TO FIND IMPORTANT BUT PREVIOUSLY UNCONSIDERED RELATIONSHIPS. THEIR RESULTS GLOSS OVER THE FACT THAT THEY OFTEN HAVE ONLY A TRIVIAL ABILITY TO PREDICT WHO WILL BE A GOOD PERFORMER. Note: “trivial” ability to predict. TopgradingCaseStudies.com shows the results of dozens of case studies. I’ve already mentioned -- the average improvement is from 26% to 85% high performers (HIGH, not just okay performers) hired. Equally important is the fact that all the CEOs say the company is more successful, more profitable because of Topgrading. IT’S IMPOSSIBLE TO GET BETTER AT HIRING IF YOU CAN’T TELL WHETHER THE CANDIDATES YOU SELECT BECOME GOOD EMPLOYEES. IF YOU DON’T KNOW WHERE YOU’RE GOING, ANY ROAD WILL TAKE YOU THERE. YOU MUST HAVE A WAY TO MEASURE WHICH EMPLOYEES ARE THE BEST ONES. Topgrading starts with creation of a Job Scorecard, the measurable accountabilities the new hire will have to achieve. This is the most rigorous and accurate way to determine what the candidate will be measured on. ORGANIZATIONS THAT DON’T CHECK TO SEE HOW WELL THEIR PRACTICES PREDICT THE QUALITY OF THEIR HIRES ARE LACKING IN ONE OF THE MOST CONSEQUENTIAL ASPECTS OF MODERN BUSINESS. For four decades, Topgrading companies have accurately measured success hiring before Topgrading and since Topgrading. In the most famous Topgrading case study, General Welch (under Jack Welch, CEO from 1981- 2001) improved hiring from 25% to 90% and became the most valuable company in the world. Too bad his successor abandoned Topgrading. And hundreds of thousands of managers have enjoyed more successful careers, using Topgrading to create teams of almost all high performers. CONCLUSION: The Harvard authors did not cite any excellent hiring approaches. I may be biased but Topgrading is the only outstanding approach. The authors should have known, since there are two Harvard Case Studies on Tograding. Only Topgading has solved the three biggest hiring problems” candidate dishonesty, poor verification of what candidates claim, and shallow, un-revealing interviews. Go to Topgrading.com to download the eGuide explaining HOW the three hiring problems are solved. + Dr. Brad Smart is an internationally renowned management psychologist and is generally regarded as the world’s leading expert on hiring best practices. The company consults with many leading companies and hundreds of small and growth companies. Brad has conducted in-depth interviews with over 6,500 executives. He is author of seven books and videos, including Topgrading 3rd Edition: The Proven Hiring And Promoting Method That Turbocharges Company Performance; The Smart Interviewer: Tools and Techniques for Hiring the Best; and the training series Topgrading Toolkit, featuring the 12 Topgrading hiring steps and demos of all the interviews. Topgrading methods have helped leading companies such General Electric, Honeywell, Barclays, and American Heart Association plus hundreds of small and mid-sized companies improve their hiring methods. Topgrading.com 15