Topgrading Reviews

.Really get to know the candidate with situational questions

Quite lengthy process to complete if done properly

If used properly can get much better candidate

Have a consistent

Topgrading is instrumental in understanding not only the accomplishments of the interviewee but also their style, attitude and commitment to work and life. You get to know what they did in almost every aspect of their working/professional life from high school to their current position. It reveals the HOW behind what they've done and do.

Topgrading can have its limitations for more senior level interviewees. Those who high school and college accomplishments is less relevant- however- it does reveal the way that they have grown overtime through these stages and years.

Revealing the true HOW behind accomplishments. It truly shows what makes candidates different, structuring the interview and conversations to what and how they do what they do to be successful- and therefore- how they will be successful in role and for the company.

The notion of the threat of the reference check.

The most difficult part is getting people bought in/use this method if they've already been exposed to other hiring methods.

Less attrition. Before Topgrading, we would spend hours hiring people and training them, only to find that they would depart because they couldn't meet our sales standard requirements or had character issues. Once we used this method, we saw more A players stay with us.

Good variety of topics and thought provoking language that gets the individual to think and be challenged.

Some of the questions are starting to feel dated and not contemporary for today’s challenges. Leadership today is requiring additional Skills not covered.

Very versatile product for many industries.

Consistent identification of talent and concrete examples of gaps to support development.

The method has helped us screen out candidates that were hiding something or did not have a clear pattern of progressive achievement. The software was easy to use and made a very comprehensive interviewing process dramatically easier.

It's hard to get other people to implement the method because it is so comprehensive and involves significant time investment to learn and put into practice. Of course, it's well worth it but it's not a super easy sell.

Worth the investment of time and money. Hands down the best hiring method I've encountered. Pair it with the recommendations from Lou Adler's performance based hiring, and the book WHO.

Mishires have been all but eliminated.

.Methodology

Reference Check

Attract the Best Talent

I don't think there is anything not useful

It already gives you an idea about the candidate even during the Screening interview thus saving you time to only move forward with A-players.

The whole process may not be so suitable for entry-level positions so we normally compress the interview questions.

Vudu hiring. This is especially true with startup environments where there are no standard SOPs in place yet. Developing the scorecard for the position, and having this recruitment process laid out definitely brings the recruitment process to a higher level.

Detailed process is very good for executive level jobs

This process is not good for entry level jobs

I am not currently using but when did it was very good for weeding out candidates and not wasting managers time but is time consuming.

Structured and consistent experience for all candidates, ensuring post interview moderation is fair and equitable, and focusses on strengths and development areas backed up by evidential examples and thorough referral from previous employers. It helps avoid mis-hires which can be a costly and negative experience for both the recruiter and the candidate.

More suited to organisations with the bandwidth to pursue references for accuracy and completeness, and a thorough and well-organised HR function prepared to put time into the job description and follow-up activities as candidates submit applications for the role.

In a very competitive jobs market, where 100s of candidates apply for a single role, "sorting the wheat from the chaff" can be challenging, and time-consuming. Topgrading helps guarantee that any unsuitable candidates who make the initial sift are quickly identified. It helps balance out the fact that while some present well at interview, the proof of their productivity on the job in a previous role comes not only from a CV, and verbal examples in the interview process, but is backed by active references from employers at a suitable level within the organisation.

.organizational ability of candidates and process

cost was prohibitive for our needs, we were too small and our hiring needs were less than 2 per year

better applicant screening