Step 1: Job Scorecard
An organized, structured hiring approach starts by painting a clear picture of success. We begin any engagement by thoroughly analyzing your business, your culture, and the specific role objectives. We then create a detailed Job Scorecard - a list of measurable accountabilities, core values, and behavioral competencies that describe a person who will perform at a high level in the role.
Step 2: Deep Candidate Insights
The keystone of a Topgrading Assessment is the signature Topgrading Interview, conducted with all finalists for the job. This process surfaces thousands of data points about the candidate, which we use to accurately identify patterns of strength, weakness, habit, values, and performance.
Step 3: Candidate-Arranged Reference Check
A key element of the Topgrading Assessment is the Candidate-Arranged Reference Check. We let candidates know in advance that they will be asked to arrange reference calls with their last several managers. This step, particularly planting the seed early, encourages candidates to be transparent.
Step 4: Candidate Analysis
We code the data unearthed by the Topgrading Interview to the Job Scorecard criteria. This allows a uniform, rigorous analysis of the final candidates and an accurate conclusion as to whether a candidate will be a high performing addition to the team and a great fit for your culture.