Topgrading

This question, or some variation of it, is one of the most frequent questions Topgrading Professionals get asked. People tend to understand the benefits of a thorough selection process for managers and executives, but often balk at driving Topgrading processes down through the organization. The answer is YES, OF COURSE!

Our clients have opened our eyes on this. For about 25 years Brad assessed candidates for top executive positions and when companies wanted training, the focus was on what Brad knew best - upper level managers. But clients took Topgrading lower, lower, and now to entry level jobs, telling us that Topgrading methods, simplified, are BY FAR the best hiring methods for 100% of employees.

Though hiring mistakes at the entry-level are not as costly when compared to an executive-level mis-hire, there are usually A LOT more entry-level employees, and they often have significant contact with your customers or clients.

For example, MarineMax, is the world’s largest boat dealer with about 60 locations and a Topgrading case study. When prospective customers walk in with $250,000 to spend, the first person they meet is the person behind the reception desk. How important is it for her (they are all “hers”) to be an A player?

If thought and consideration is not taken in picking those people correctly, you risk your front-line employees driving customers away rather than keeping them coming back.

Though the principles are the same, the Topgrading hiring process for entry-level employees is a bit different than for professional and management positions:

1. Candidates fill out an abbreviated Career History Form with fewer questions and are only asked to provide Work History information going back 8 years.

2. The Topgrading Interview is conducted by only one trained A player interviewer.

3. The Topgrading Interview is shorter, usually 45 minutes to 1 hour becasue the interviewer only goes back 8 years into the candidate’s work history.

4. Reference Checks are done with only 2 or 3 former bosses.

The abbreviated process is quite effective for entry-level hires becasue those Job Scorecards have more straightforward accountabilities and fewer key competencies than professional and management positions. You need fewer insights, so you don’t need as much data to make a good decision.

You know that the people clearing the tables or telling customers about your products can create raving fans or disgruntled customers. Make sure those people are A players too.

(Brad is writing a more detailed set of recommendations in an upcoming Topgrading Tips.  Companies with licenses to use the copyrighted Topgrading forms and guides will soon receive simplified Topgrading forms and guides for entry levels at no charge because improvements are always free to licensees.)