Class Starts February 13, 2014

 

Topgrading is a proven model to hire and retain top performing employees for today’s crucial positions.

The Gazelles Growth Institute’s 12-week online course will help business executives gradually learn and implement Topgrading at all hiring levels of an organization no matter the size and type of industry.

Topgrading Perth

 

Class Outline


3 month intensive course to help you learn and implement Topgrading© in your company

Online Training

A 3-Hour Online Training Video of Dr. Brad Smart, Founder and President of Topgrading®.

Live Interactive Webinars

6 Online and Interactive 90 minute Webinars Per Quarter (1 Webinar Every Two Weeks).

Call with Coach

One on One 90 minute call with a Certified Topgrading® Coach.

 

Guided Implementation

Support to build your own one page implementation plan.

10 Free Topgrading® Snapshots

Personal Coach who will make sure that you are 100% confident with and have a complete understanding of the course materials.

 


The 12 Topgrading Steps

 

Step 1:Measure Your Hiring/Promoting Success

Peter Drucker used to marvel at how companies are so good at measuring everything, how they say talent is their most important asset, and how they don’t measure it honestly. Most companies measure speed and cost to fill jobs, but that only means they mostly mis-hire people … but they do it fast and cheap.

Step 2:Create a Job Scorecard

Job descriptions are so vague neither candidates nor hiring managers are clear about what it will take to perform at the A level. Job Scorecards include both the measurable accountabilities and the minimum acceptable ratings on competencies in order for someone to be deemed an A player on the job.

Step 3:Recruit From Networks

Recruiting from your Networks involves learning to build and maintain lists of about 20 A players and 15 “connectors,” and that takes a bit of effort. But the advantage of recruiting from your Networks is that it is faster, better, and cheaper than running ads or using recruiters.

 

Step 4: Use The Career History Form

Use the Telephone Screening Interview Guide with candidates who truly look as though they could be high performers from your analyses of the Topgrading Career History Forms and Topgrading Snapshots, and only invite the ones who really appear to be A players in for face-to-face interviews following the telephone screening interviews.

Step 5: Conduct Telephone Screening Interviews

Use the Telephone Screening Interview Guide with candidates who truly look as though they could be high performers from your analyses of the Topgrading Career History Forms and Topgrading Snapshots, and only invite the ones who really appear to be A players in for face-to-face interviews following the telephone screening interviews.

Step 6: Conduct Competency Interviews

What are competency interviews? They are interviews in which different interviewers spend one hour with a candidate, asking questions about one or more of the key competencies that were identified and listed in the Job Scorecard.

 

Step 7: Conduct Tandem Topgrading Interviews

Formerly called the CIDS (Chronological In-Depth Structured Interview), the Topgrading Interview is a structured interview using the Topgrading Interview Guide. For management jobs there are two interviewers, known as the “Tandem Topgrading Interview.”

Step 8: Master Advanced Interviewing Techniques

The vast majority of interviewers have never even taken an interviewing course, but Topgraders typically attend a two-day Topgrading Workshop, the second day of which they spend interviewing and getting feedback and coaching from Topgrading professionals and their tandem interview partners, using the Topgrading Interviewer Feedback Form.

Step 9: Write Draft Executive Summary

You have a Job Scorecard with Competencies, and after each Topgrading step you write in pencil your best guess rating of the candidate. By the time you’ve done a Tandem Topgrading Interview and reference checks it’s pretty easy to write the report.

 

 

Step 10: Candidate Arranges Reference Calls

At each step in the hiring process candidates are told that to get a job offer they must arrange personal reference calls with former bosses. That’s “truth serum.” After the Topgrading Interview the interviewer(s) pick which bosses and others they want to talk with and the candidate arranges the calls.

 

Step 11: Coach

Your New Hire the Topgrading Interviewers sit down and share all the notes and the new hire does the work of creating an Individual Development Plan, using a Topgrading template.

 

Step 12: Measure your Hiring/Promoting Success

Step 12 is systematically measuring percent high performers hired and costs of mis-hires pre- and post-Topgrading. There are some skills to learn, but they are simple conceptually – how to make these calculations.

Course Information and Pricing

 

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