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Topgrading Interview Technique
A Complete Guide to Topgrading Interviewing
Overview to the Top-Grading Interview Methodology
The Topgrading interview methodology was developed by Brad Smart, Ph.D., a management consultant and author, in the mid-1990s.
It remains a highly regarded approach, mainly when recruiting senior-level executives, where achieving the right cultural fit is as vital as identifying the most qualified candidate.
It enables organisations to consider the most competent and culturally aligned talent from other market sectors, as opposed to the "easy option" of taking someone from a competitor, who due to the preconceptions and dogma instilled from that business, may damage and culturally dilute the hiring organisation.
What is the Topgrading Interview Methodology?
The Topgrading Interview Methodology is based on the premise that the best candidates are not just those with the best credentials or the most experience, but those with a history of success in similar roles and the ability to match the company's culture.
In other words, the methodology is about finding the right fit for the job and organisation, rather than just the most qualified individual.
Created by Brad Smart, the founder of Topgrading, Inc. the method is based on Smart's experience as a corporate executive, where he found that traditional interviewing techniques were often ineffective in finding the right candidate for the job.
Smart realised that the best candidates are often overlooked simply because they didn't fit the traditional mould of what a top performer looks like. Consequently, the methodology is based upon a series of questions that are designed to get to the heart of the candidate's skills, experience, and cultural fit.
The interview process begins with the candidate being asked to provide a detailed history of their past successes, including any awards or recognition they may have received. This is followed by a series of in-depth questions about their strengths and weaknesses, their leadership style, and their ability to handle difficult situations. Additionally, the candidate is asked to provide a detailed timeline of their past job experiences and explain why they left each position.
The methodology is also designed to help companies assess the candidate's ability to fit into the company culture. To do this, the candidate is asked to provide examples of how they have adapted to different working environments in the past. They are also asked to speak about their ability to work within teams and how well they collaborate with others.
The Topgrading Interview Methodology is a powerful tool for companies looking to hire the best possible candidate for a job. By asking detailed questions about the candidate's past successes, strengths and weaknesses, and cultural fit, companies can get a better sense of whether or not they are the right fit for the role and organisation.
When should an employer use Topgrading as an interview technique?
Topgrading should be used when an organisation is looking for high-level executive talent, or when the position requires a highly skilled individual with a proven track record of success.
It is also effective for screening out unqualified candidates and ensuring that the most qualified and culturally aligned candidates are chosen for the job.
How does Topgrading compare to a Competency-Based Interview or a Values-Based Interview?
Topgrading is based on assessing a candidate's past performance and job-related accomplishments, their qualifications for the role, and their ability to fit well with the company's values and culture.
In comparison, a Competency Based Interview focuses primarily on assessing a candidate's job-related competencies, such as their knowledge, skills, and abilities. This type of interview uses structured questions designed to identify a candidate's potential to perform specific tasks and fulfil job requirements.
On the other hand, a Values Based Interview focuses primarily on assessing a candidate's values and beliefs. This type of interview uses a set of structured questions designed to identify a candidate's values and how they align with the company's values. This type of interview aims to ensure that the candidate is a good fit for the company's culture and values.
Topgrading is an exceptionally robust method of combining competency and values-based interviews and refracting it consistently through the lens of multiple hiring managers to ensure a consistent assessment of the candidate.
Next: How to Devise a Topgrading Interview Process
When to Topgrade, how to score and what to avoid
Date published: 1st March 2024
by Simon Bonner
Associate Director
About the author
Simon Bonner
With over 25 years in B2B sales and recruitment, Simon is an English Graduate from UEA and specialises in recruiting commercial and FMCG sales positions. Simon joined the sales recruitment industry in 1998 before progressing into field sales and returning to recruitment in 2015. As an Associate Director, Simon is well placed to understand the needs of clients and candidates' needs, having spent ten years selling electronic security and managing National Accounts within OEM manufacturers and distribution channels. An avid Luton Town football fan, Simon dotes on his two daughters and enjoys keeping fit, socialising, food and wine.
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