{"id":10272,"date":"2022-12-18T07:13:57","date_gmt":"2022-12-18T15:13:57","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10272"},"modified":"2023-05-11T14:51:10","modified_gmt":"2023-05-11T21:51:10","slug":"integrate-12-step-topgrading-interview-process-hiring-strategy","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/integrate-12-step-topgrading-interview-process-hiring-strategy\/","title":{"rendered":"How to Integrate a 12 Step Topgrading Interview Process Into Your Hiring Strategy"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<span style=\"font-weight: 400;\">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. <\/span><br \/>\n<span style=\"font-weight: 400;\">Unlike the typical interview process, topgrading has 12 steps. Here is the 12-step topgrading interview guide.<\/span><br \/>\n<b>Key Takeaways:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>The topgrading interview process is a detailed strategy that puts candidates through various rounds of interviews.<\/p>\n<\/li>\n<li>\n<p>Topgrading lets hiring managers or recruiters compare and learn more about candidates\u2019 strengths and weaknesses.<\/p>\n<\/li>\n<li>\n<p>When using this interview type you should create a scorecard to help provide a measurement of what you want out of a new hire.<\/p>\n<\/li>\n<\/ul>\n<p><img alt=\"How to Intergrade a 12 Step Topgrading Interview Process Into Your Hiring Strategy \" src=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2017\/05\/how-to-integrate-a-12-step-topgrading-interview-process-into-your-hiring-strategy.png\" style=\"width:100%;\"\/><\/p>\n<h2 class=\"fancy\" class=\"fancy\" id=\"what-is-topgrading-interviewing\">What is Topgrading Interviewing?<\/h2>\n<p><span style=\"font-weight: 400;\">Topgrading is a 12-step process for building a quality workforce within a business. Candidates are classified as \u201cA, B, or C Players.\u201d The goal is to recruit\u00a0A Players. \u00a0<\/span><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>The topgrading interview process is a detailed strategy that puts candidates through various rounds of interviews. Topgrading showcases a candidate\u2019s professional background, work ethic, and personal qualities.<\/p>\n<\/li>\n<li>\n<p><span style=\"font-weight: 400;\">It\u2019s important to avoid costly mistakes by thoroughly screening candidates before extending a job offer. A bad hire can cost a company an <\/span><span style=\"font-weight: 400;\">average of $17,000\u00a0or between 3 &#8211; 4 times their salary.<\/span><\/p>\n<\/li>\n<li>\n<p><span style=\"font-weight: 400;\">Topgrading was invented as a way to improve the hiring process and decrease the chances of undetected inconsistencies in candidate responses. <\/span><span style=\"font-weight: 400;\">One case study<\/span><span style=\"font-weight: 400;\"> revealed that using the topgrading process resulted in 85% of new hires becoming top performers, versus only 26% of new hires becoming top performers using traditional hiring methods.<\/span><\/p>\n<\/li>\n<li>\n<p>Topgrading lets hiring authorities compare and learn more about candidates\u2019 strengths and weaknesses. No hire will be perfect. But, the topgrading interview process lets you understand candidates and helps to make the best hiring decision.<\/p>\n<\/li>\n<\/ul>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-10272';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-10272\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"how-to-integrate-a-12-step-topgrading-interview-process-into-your-hiring-strategy\">How to Integrate a 12 Step Topgrading Interview Process Into Your Hiring Strategy<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Measure Hiring Success<\/b><\/p>\n<p> <span style=\"font-weight: 400;\">To increase the chance that your\u00a0vacant position will be filled by a good hire, you\u00a0need to evaluate your\u00a0current <\/span><span style=\"font-weight: 400;\">hiring process<\/span><span style=\"font-weight: 400;\">. For example, u<\/span>se the percentage of strong hires to measure hiring success.<\/p>\n<p><span style=\"font-weight: 400;\">With a typical interview process, measuring hiring success might not even come up. It could be seen as time consuming or unnecessary. But in reality, tracking the right <\/span><a href=\"https:\/\/www.zippia.com\/employer\/7-recruiting-metrics-you-should-really-care-about\/\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">recruiting metrics<\/span><\/a><span style=\"font-weight: 400;\"> could end up saving you\u00a0time in the long run.<\/span><\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Create a Job Scorecard<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Under the topgrading process, a <\/span><a href=\"https:\/\/www.zippia.com\/employer\/how-to-write-a-job-description\/\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">job description<\/span><\/a><span style=\"font-weight: 400;\"> is second in line to a job scorecard. With a job scorecard, the company provides a measurement of what they want to get out of the new hire. For example, the new hire into one of your open sales positions is supposed to increase outreach by 10%. <\/span><\/p>\n<p>The job scorecard\u00a0is beneficial for both the business and the candidate. It ensures that everyone is on the same page.<\/p>\n<p>Most companies use job descriptions to find candidates as opposed to job scorecards. By integrating a job scorecard into the process, topgrading aims to decrease confusion over the position\u2019s purpose.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Recruit From Networks<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Use the pool of candidates you have in your <\/span><span style=\"font-weight: 400;\">recruiting database\u00a0or talent community<\/span><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p>Maybe you\u2019ve worked with an A Player who wasn\u2019t a good fit for previous role, but might be perfect for your current requirement. Take advantage of your network to find top talent.<\/p>\n<p><span style=\"font-weight: 400;\">Using <\/span><span style=\"font-weight: 400;\">recruiting software with an applicant tracking system<\/span><span style=\"font-weight: 400;\"> (ATS) will simplify the time it takes to source candidates. With an ATS, you can search people in your database by profession, skills, or education level.<\/span>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Screen With Work History Forms<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Get to know each candidate\u2019s previous work experiences. Work history forms should ask candidates information like their salary history, manager ratings, reasons why they left previous jobs, and self-appraisal. <\/span>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Conduct Telephone Screening Interviews<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Conducting interviews over the phone is an important step in\u00a0any hiring process.\u00a0<\/span><br \/>\n<span style=\"font-weight: 400;\">Narrow down the pool of qualified candidates by <\/span><a href=\"https:\/\/www.zippia.com\/employer\/7-essential-questions-to-help-make-the-most-out-of-every-phone-interview\/\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">conducting telephone screening interviews<\/span><\/a><span style=\"font-weight: 400;\">. While interviewing the candidates, ask them topgrading questions about their professional goals, experience, and current or recent jobs.<\/span><\/p>\n<p>Weed out candidates who don\u2019t meet all the qualifications you\u2019re looking for. After talking with your colleagues or hiring managers, invite strong candidates to move onto the next step.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Conduct Competency Interviews<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This next interview will compare candidate qualifications to what you require from the job scorecard. <a href=\"https:\/\/www.zippia.com\/employer\/behavioural-interview-questions\/\" rel=\"noopener\" target=\"_blank\">Each question<\/a> you ask should be geared toward a specific requirement\u00a0of the open job. \u00a0<\/span><\/p>\n<p>Out of this interview, candidates should get about 15 minutes to ask questions. For example, a candidate might want to talk about company culture and decision-making.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Conduct Topgrading Interview<\/b><\/p>\n<p><span style=\"font-weight: 400;\">In the topgrading interview, the interviewer poses chronological questions about the candidate\u2019s education. Then, the interviewer asks details about each of the candidate\u2019s jobs, goals, and self-appraisal.\u00a0<\/span><\/p>\n<p>Though it is a long process, the topgrading interview really allows a hiring manager\u00a0to get to know a candidate. This is known as the most important step and can range from 1-4 hours long, depending on the open job. It puts together all the information found out about the candidate in the previous steps to make sure they are truthful.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Offer Feedback to\u00a0Hiring Manager<\/b><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s important for hiring managers\u00a0to know how they do during the interview. If the hiring manager\u00a0does not ask the right topgrading interview questions, a bad hire could be made. By giving feedback (as an internal recruiter or representative from the talent acquisition team), hiring managers will improve their hiring practices. <\/span><\/p>\n<p>For example, the hiring manager\u00a0might ask basic questions that don\u2019t probe the candidate. Provide tips on improving their topgrading questions and balancing the amount of time they talk compared to how often the candidate talks.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Create a Report<\/b><\/p>\n<p><span style=\"font-weight: 400;\">The report should be easy to do since you\u2019ve been taking notes and gaining an accurate picture of each candidate. Write up a report on each candidate to give to the hiring manager. A report will help compare candidates to make hiring easier. <\/span>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Have the Candidate Arrange Reference Checks<\/b><\/p>\n<p><span style=\"font-weight: 400;\">With topgrading, the candidate is responsible for setting up reference check calls. The candidate is the direct contact for their previous employers, helping to eliminate phone tag and the time it takes for you or your client to get ahold of other companies for a <\/span><a href=\"https:\/\/www.zippia.com\/employer\/7-ways-to-really-conduct-a-reference-check\/\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">reference check<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p>This step lets hiring authorities see who high performers are, since a senior candidate <em>typically<\/em>\u00a0does not leave previous jobs on bad terms.<\/p>\n<p>After this step, you are ready to <a href=\"https:\/\/www.zippia.com\/employer\/6-ways-to-piss-off-your-candidate-at-the-offer-stage\/\" rel=\"noopener\" target=\"_blank\">extend a job offer<\/a> to the candidate.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Provide Feedback to New Hire<\/b><\/p>\n<p><span style=\"font-weight: 400;\">When a candidate accepts a job offer, let them know how\u00a0they can improve as well as areas they excel in. Be there for the <\/span><span style=\"font-weight: 400;\">onboarding process<\/span><span style=\"font-weight: 400;\"> and through their initial months with the company. <\/span>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Measure Hiring Success Each Year<\/b><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s important to continually measure hiring success. With topgrading, you\u00a0should see improvements in hiring success percentages. You\u00a0can compare your success when using topgrading to non-topgrading interview processes.<\/span>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"interview-process-faq\">Interview Process FAQ<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>How do you implement the firing process?<\/b><\/p>\n<p><b>When you are implementing a hiring process you first need to identify the hiring needs and what you are looking for.<\/b> Once you know what you need, then its time to write the job description, review applications, and conduct interviews. After the interview process is over, then you can extend an offer to the candidate of your choice.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What is a topgrading interview?<\/b><\/p>\n<p>A topgrading interview is when a candidate faces multiple interviews in the multiple interviews that they have.<\/p>\n<\/li>\n<\/ol>\n<p> This helps make sure that the process is rigorously targeting the right people for the position. Candidates are classified as \u201cA, B, or C Players.\u201d The goal of this interview process is to recruit A Players.<\/p>\n<li class=\"ordered-list-large-item\">\n<p><b>What are the different types of interviewing?<\/b><\/p>\n<p><b>There are two types of interview methods which are individual interviews and group interviews.<\/b> Within those types of interview methods, the types of interviews that that can be conducted are:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Panel interview<\/p>\n<\/li>\n<li>\n<p>Structured or unstructured interview<\/p>\n<\/li>\n<li>\n<p>Stress interview<\/p>\n<\/li>\n<li>\n<p>Case interview<\/p>\n<\/li>\n<li>\n<p>Off-site interview<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What is the most effective interview method?<\/b><\/p>\n<p><b>The most effective interview type is a structured interview.<\/b> Structured interviews typically have a set of questions that have been chosen in advanced and focus on the core competencies of the role that you are hiring for.<\/p>\n<\/li>\n","protected":false},"excerpt":{"rendered":"<p>Unlike the typical interview process, the topgrading interview process has 12 steps. Here is the 12-step topgrading interview guide<\/p>\n","protected":false},"author":279,"featured_media":13249,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[99,112],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Integrate a 12 Step Topgrading Interview Process Into Your Hiring Strategy<\/title>\n<meta name=\"description\" content=\"Unlike the typical interview process, the topgrading interview process has 12 steps. 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