Quickly Identify Top Candidates with Topgrading

What is Topgrading?

Topgrading is a strategy to make sure only the top candidates are hired during the recruitment process. It involves categorizing candidates and selecting only the A-Players—those with the best fit in terms of skills, soft skills, and experience. The mantra of Topgrading: Hire fewer, pay more.

Topgrading for Recruiters

Recruiters play a crucial role in ensuring their clients find the best candidates for their open positions. Topgrading can help achieve this, as it enables the identification and presentation of the cream of the crop. Ultimately, the key lies in a well-structured recruitment process—a part that might not be surprising but is critical nonetheless.

The 4 Steps of the Topgrading Process

1. Scorecard, Not Job Description: Move away from generic job descriptions that candidates barely glance at. Instead, establish concrete goals and requirements for the position, clearly stating what the candidate should achieve.

2. Build a Bench: Topgrading suggests creating a pipeline of over 20 candidates for each position. These candidates can then be compared using the scorecard. We have previously written several blog posts about sourcing candidates, such as our guide on Active Sourcing, which you may find helpful to review.

3. Candidate Screening: To keep the process streamlined, whittle candidates down to a maximum of 10 at this stage. Start with resume screening, followed by phone screenings, narrowing the list to about 3 candidates.

4. The Interviews: Now comes the most crucial part—interviews. Shift from gut feelings to fact-based discussions. Depending on the position, Topgrading suggests interviews should last 1-2 hours for entry-level or 3-4 hours for mid to high-level management roles. However, the length isn’t set in stone and should be adapted as needed.

Analysis and Evaluation

After the interviews, all necessary information should be collected and ideally added to the scorecard. The next step is to discuss these findings with the client to choose the best candidate. This method simplifies and structures the process of finding an A-Player for your client.

Conclusion

In summary, Topgrading is an effective way to ensure that only the best candidates are chosen for a position. By categorizing candidates into A, B, and C categories and focusing on A-Players, companies can make sure they hire individuals who have the skills and experience required for success.

Topgrading also involves conducting interviews, reference checks, and competency tests to verify candidates’ capabilities. This process helps avoid hiring mistakes and reduces the risk of bad hires.

For recruiters, applying the Topgrading method can significantly enhance service quality and differentiate them from competitors. It allows for heightened client satisfaction, fostering strategic business partnerships.