Risk & Business Magazine McFarlan Rowlands Spring 2016 | Page 23

Q: Are candidates as honest as in this example?
Brad: Yes, because Topgrading injects candidates with a powerful “truth
serum,” one that high performers welcome but low performers hate.

Q: What is the Topgrading “truth serum?”
Brad: Candidates are told from the start that THEY will eventually have to
arrange reference calls with former managers and others YOU choose. So if
you were to talk with Susan you’d say the candidate admitted having some
issues with peers, and would she please comment on that. Candidates know
that they can’t get away with fudging the truth, so low performers and BSers
drop out. They know they can’t get away with hiding their weaker points so
they tend to hint at them … but really tell all when interviewers probe.

Q: Got it. So your recommendations
#1 Use the truth serum

#2 Keep asking probing follow up questions if the candidate
has give vague answers
#3 Conduct reference checks like with Ms. Smith to verify
what the candidate said

Brad: Right!

Q: How can our readers learn more?
Brad: They can go to Topgrading.com and download
Topgrading 301, a 40-page eGuide.

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, Barclays, American
Heart Association, and Barclays to more than
triple their success hiring high performers.

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