Features The Topgrading interview process starts with a detailed job description that accurately portrays the skills, experience and personal qualities a candidate needs to be successful in the vacant position. Some companies choose to start with a preliminary introductory meeting to ensure that that the applicants are generally compatible with the company. Then, each viable candidate fills out a comprehensive career history form that describes his professional journey from high school to the present. The leading candidates then must arrange phone calls between the hiring company and bosses from all of the jobs they have held in the past 10 years. Interview Questions Questions for a Topgrading interview are designed to draw the candidate out on past personal and professional experiences to help the interviewers understand how the candidate thinks, what she values and how she interacts with others. Examples include the following: "Describe the most influential experiences that shaped your values and personality.

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Smart, Ph. This Guide seeks to provide you with the most accurate, most valid, insights when assessing internal talent and candidates to hire. Bradford D. It is a comprehensive, chronological guide, providing plenty of space to record responses. Experience has shown the following guidelines to be helpful when interviewing selection candidates: 1. Be sure that the Job Description, Competencies, and first year Accountabilities are clear to you and the team the successful candidate will work with.

Circle the most important competencies in the list of 50 at the end of this Guide. Use a tandem two-interviewer approach. A tandem interview is more valid than a solo interview, unless the Topgrading interviewer is highly experienced. Two heads are truly better than one when asking the Topgrading Interview questions, analyzing the interview responses, arriving at conclusions, and providing useful feedback and coaching.

After a couple of minutes building rapport, give the interviewee an idea of the expected time frame 3 hours? Think of all the years up until you left high school. Who were the most influential people and experiences that might have affected your personality and values? What were high points and low points during your school days?

What were your career thoughts at the end of high school college and what did you do next? The complete wording for each question is: 1.

What results were achieved in terms of successes and accomplishments? How were they achieved? As time permits, get specifics, such as individual vs. We all make mistakes—what would you say were mistakes or failures experienced in this job? If you could wind the clock back, what would you do differently? As time permits, get specifics. For management jobs What sort of talent did you inherit how many A, B, and C players? What changes did you make, how, and how many As, Bs, and Cs did you end up with?

Get a full explanation of actions taken… hiring, coaching, firing, where replacements came from, etc. Final mo. Do differently? What are your long-term career goals and objectives? We would like you to give us a thorough self-appraisal, beginning with what you consider your strengths, assets, things you like about yourself, and things you do well.

What would you say are your shortcomings, weak points, or areas for improvement? Intelligence 2. Analysis Skills 3. Conceptual Ability 5. Creativity 6. Strategic Skills 7. Pragmatism 8. Risk Taking 9. Leading Edge Education Experience Integrity Excellence Independence Stress Management Self-Awareness Adaptability Likability Listening Customer Focus Team Player Assertiveness Communications—Oral Communications—Written Political Savvy Negotiation Goal Setting Empowerment Accountability Team Building Diversity Vision Change Leadership Energy Passion Ambition Compatibility of Needs Balance in Life It involves passionately finding ways to get over, around, under, or through barriers.

It is a combination of many Intellectual, Personal, Motivational, Management, and Leadership competencies.


Topgrading Interview Guide

Smart, Ph. This Guide seeks to provide you with the most accurate, most valid, insights when assessing internal talent and candidates to hire. Bradford D. It is a comprehensive, chronological guide, providing plenty of space to record responses.


Frequently Asked Questions

Her opinions are her own. As a recruiter or hiring manager, your mission is to place the best-fitting candidates. You might rely on the same recruiting process every time, or you may change up your methods. When you need to fill a senior-level role, you might consider using the topgrading interview process. Topgrading is a step process for building a quality workforce within a business.

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