Topgrading Interview Process
The ultimate aim of every recruiter is to hire a candidate who proves to be a perfect match for the company. When an organization looks for candidates who are likely to be high performers, it requires the aid of an advanced hiring technique. One such remarkable technique is Topgrading.
Topgrading is a comprehensive hiring and interview technique that provides immense details about the professional background and personality of the candidate. The main objective of this technique is to recruit smart and skilled candidates. To know more, you can read our detailed article here – TOPGRADING INTERVIEW – HIRING THE RIGHT EVERY TIME.
Topgrading is a 12-Step interview process for building a high-quality workforce comprising top performers. This process enables organizations to make a well-designed hiring process and decrease the chances of inconsistencies. It also helps you to analyze the candidates’ strengths and weaknesses to make better hiring decisions.
Here is your guide to the 12-Step Topgrading Interview Process.
1. Analyze the Current Hiring Process
It is important to analyze and study the current hiring process in the first place. Find out how many high performing candidates you have hired and how many bad hires you have made. You can analyze different stages in your interview process and find the weak elements.
2. Create a Job Scorecard
Before you begin your search for the ideal candidate, make a list of qualities you are expecting and write it down on a paper. It might take some time to prepare the complete list, but it will simplify your work in identifying the strengths and weaknesses of the candidate.
3. Start the Hiring Process
Start your hiring process by writing a detailed and engaging job description. List out the skills, personality traits, and experience you require for the open position. Take help from your various job board websites, social media, and other sources to reach out candidates.
4. Screening with Work History Forms
A crucial step in the Topgrading interview process is to use the work history forms which details about the candidates’ past work history. With the help of the form, you can get to know about their reasons for leaving jobs, manager ratings, past salary, incentives, etc.
It’s a great way to assess every individual, and it saves a lot of time in going through all the resumes.
5. Do Telephonic Interviews
Once you are ready with the list of candidates, the next step is to arrange a telephonic interview round with each of them. Spend enough time with every individual on the phone call to thoroughly assess them. This will allow you to judge the capabilities of the employee and save your time from conducting unsuccessful personal interviews.
6. Conduct Competency Interviews
Competency interviews majorly focus on behavior and proficiency of the candidates. It gives you quick but detailed insights into the individual. It also allows the candidates to ask questions regarding job position and work environment.
7. Organize Topgrading Interviews
The Topgrading interview is an intensive interview that thoroughly reviews the candidate. It provides a clear picture of the candidate’s skills, values, experience, and knowledge. A Topgrading interview is much longer than a regular one and involves asking relevant questions followed by taking notes at the end.
The questions asked during the interview are usually in chronological order and starts from high school and finishes with the future goals of the candidate.
8. Provide Feedback to Hiring Managers
In the Topgrading interview process, you need to share the feedback of each candidate with the hiring manager. This discussion will allow you to take better hiring decisions and examine the potential of everyone you’ve interviewed.
9. Create a Detailed Report
This step includes writing a summary comprising all the details of the candidate regarding his experience and work history. Creating reports will help you in comparing them.
10. Ask Candidates for Reference Calls
Once the interview processes are over, you need to ask candidates to arrange personal and professional reference calls. Reliable candidates can easily provide the contacts of their previous managers and colleagues. This will help you to avoid the individuals who have lied in their resumes and interviews as well.
This step comes into the process after you hire the new candidate.
11. Coach the New Hire
The placement does not end with the onboarding; you need to coach him about what is being expected of him and boosting his confidence. It will not only enhance his performance but will also encourage him to succeed.
12. Measure Hiring Success
It is important to measure the hiring success each year to check the organization is going in the right direction when it comes to hiring. Measuring hiring success is an effective way to keep the company focused on performance year-round.
The Topgrading interview process can help you ensure that the candidate you have hired is the most qualified from the pool. By following the steps above, you can ensure successful hiring every time.
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