Just be careful of legal issues. Apparently, I am supposed to have enough clout with my former bosses that I can get 30 minutes on their schedule at a moment’s notice.That was the final straw. Or why recruit them?Make sense? In some circumstances I use all 3: High Performer. We encourage you to find a hiring process that works for your agency, create buy-in and support from team members on that process, apply it consistently, and evaluate it regularly. Period." This gave us a more well rounded picture. Then, the interviewers place each candidate into one of three categories: the A players, who represent the top 10 percent; B players, who fall into the next 25 percent; and C players, who are all others. I politely told them “Thanks, but no thanks.” I wish I had seen the light earlier in the process.But, it didn’t end there!

The exercise is helpful, as a manager of managers, to learn how well managers understand the contributions of their direct reports.When in an A, B, or C system you start viewing your biggest competition as the people in your group, not the ACTUAL competition of other companies.Someone need help? With Topgrading, I reduced that turn over rate to under 10%, and reduced the staff we needed to do the same job by a third.Almost everyone I interviewed told me afterward that it was the hardest interview they’ve ever been in, but also the among the best. I’ve seeb it happen in internal transfers.The threat of contacting references, including one’s current employer, prior to interview obviously forces some candidates to self-select out of the hiring process. When it reaches the point of no wiggle room…i.e you WILL fit everyone into the bell shaped curve of top 10%, bottom 10% and everyone else in between..you need to understand that is also tied into salary budgeting. Suppose we’re recruiting. I don’t want to belittle the importance of HR, but they need to recognize they are just a piece of the company, not the gate keepers.Going a bit off topic, Anthony Bourdain was in Antarctica recently and one of the employees interviewed mentioned how everyone on base was equally important, from the top researchers, the cooks, to the janitors and the sewage plant workers. Perhaps job applicants don’t object so much because they don’t pay for entry, eh?I love your books. This is one step that helps meet that need.Interviewers conduct a two-hour Topgrading Interview for individual performers, or a four-hour interview for managers.For management and professional jobs there are two interviewers, known as the “Tandem Topgrading Interview.” Why tandem? And reference calls are too often worthless - only rarely with the … “The system made us do it and we use the system because we really have no choice.”It’s like using a meatgrinder to get more people through the turnstiles faster at a football game. To play devils advocate about Jack Welch, if I recall correctly, when he took over GE there was a problem with dead weight/being top heavy or something along those lines. And I don’t have clients that use it because I wouldn’t subject my job candidates to it. "What were your targets in your last job and how well did you perform in relation to these goals?" Topgrading Professionals have conducted tens of thousands of chronological interviews, asking managers 10 questions about every job. When they are new and 1st used. I just want to get the work, do it right and get paid. Topgrading case study CEOs say in their own words that Topgrading made their company more successful. Interviewee thinking: ‘Why are you asking me how I would move that mountain? I will be taking advise stated above and just RUN!This article isn’t about why Topgrading is bad. But I was subject to a recent bassackwards implementation of rank and yank at Intel, where retroactive criteria was applied to stock grants (normally intended to retain employees), so that those receiving too little stock over the prior three or four years were eliminated, despite satisfactory performance reviews. But we’ve always been a professional services company, with Topgrading Professionals conducting “second opinion” interviews of candidates for hire or promotion – when the cost of a bad decision is astronomical. That’s how to interview only the best candidates.Having said all that, your approach of course makes sense. A Player candidates have complained to a lot of companies that they had to push too hard to get to talk with as many people as they’d like and to get their questions answered. It’s a two-way street. Here’s how they explain it:Mike Smith is an HR executive in the San Francisco Bay Area who produces a blog called Back West.
Not executive management (they’re supposed to find & development good managers and management process), not HR. Each time I finally came up with a ‘find’, it was because I was persistent and patient in coaxing that reference along until they finally tripped and gave away a clue that represented a problem about the candidate. Does this have an upside? A two-person team from the company trained in the Topgrading technique conducts the follow-on interview, which lasts two to three hours and explores the applicant’s education, work experience and career goals. And C people, who have a kind of corporate leprosy or pellagra and will infect your A people if you let them in the door. To learn more about the CT|One EHR and CT|One Mobile app, or to learn more about ongoing training opportunities for your agency’s team, please contact us at (480) 550-8077 or visit our website at Established in, 1997 by Bradford Smart, Topgrading was created as an evaluative method to identify the best candidate for a job. Make you look like a White Knight and them, well, less so.You are absolutely correct, and that’s why you have to be careful about the definition of “great performance” itself – define it too narrowly and you can end up with a team of a-holes defending their turf.


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