Employers today are more focused than ever on hiring for “fit.” They’re trying to find and vet employees that will jive with the culture, pace, and expectations that are unique to their workplace. With this evolution in priorities, there has also been an evolution in interviewing approaches. There are a wide variety of interview styles and question techniques out there, and Topgrading is one approach that claims to help you find better-quality candidates and reduce your number of mis-hires. In fact, it’s the approach that the recruiting team here at Achievers uses to make A-Player hires.
Topgrading seeks to mitigate two issues that can plague interviewing and job placement: candidate dishonesty and the inability of a hiring manager to imagine a candidate in action in the position. Even slight dishonesty or exaggeration can lead to a hire that is less than successful. Combine that with weaknesses on the part of the interviewer: a hiring manager who does not ask the right questions — or the right chronology of questions, which Topgrading relies on — can fail to identify the best candidates.
An important first step to successfully employing Topgrading in your organization is to fully build the profile of the ideal person. Look beyond day-to-day duties and minimum standards and truly flesh out a description of a candidate who could best fit that role. This ensures accurate comparison when it’s time to move to the next step, which is recruiting to fit.
Once the profile is built, you should lean on it to create your job description and advertisements. Compare all of your applications against this ideal profile. The need for organizational fit is becoming increasingly important in recruiting. Early meet-and-greet sessions with several suitable candidates can determine both initial fit and whether it would benefit both your organization and the candidate to continue on the interview process.
And that’s where Topgrading takes a hard right turn from many other recruiting and interviewing paradigms. Contemporary interview techniques often rely heavily on candidate-led meetings, where resumes are used to develop questions and interviewers ask job- and background-specific questions packaged for efficient-but-short interviews. In contrast, Topgrading relies on extremely comprehensive interviews that build chronologically from a candidate’s earliest relevant background up to their current competencies. Often, those in-depth interviews rely on equally depth-exploring written packets that walk candidates through step-by-step inquiries.
Sound time-intensive? Topgrading definitely is and often relies on having many people involved in the recruiting, interviewing, and hiring process. However, the benefits — especially when filling hard-to-fill or organizationally key roles — can be enormous. When you get to know candidates at that level of detail, you can better assess their true fit within your organization. Chronologically documenting a candidate’s education and experience can ferret out dishonesties large and small that they may have relied on previously to gain new roles.