Topgrading

When screening candidates, always ask this question, “Is there anything in this candidate’s career history, especially in the past five years, that indicates they may be a risky hire?”  If there answer is yes, it is advisable to put that person in your “on-deck” pile of resumes and contact the candidates with positive track records first.

 

Compensation history is one of the important patterns to consider.  The desirable pattern is compensation that trends upward over time, especially as the person moves to positions of increasing responsibility. Big positive jumps are ok, but be wary if a candidate has taken a pay cut more than once.  Leaving one organization and going to another for less compensation is often a result of the person being nudged to resign (though not always). 

 

Remember, even A player candidates may have been “nudged out” of a job at some time in their career, but beware of candidates who display this kind of a track record.  Being “nudged out” of more than one job in the past five years usually means a candidate is too risky.