{"id":504549,"date":"2021-06-18T16:47:02","date_gmt":"2021-06-18T11:17:02","guid":{"rendered":"https:\/\/blog.springworks.in\/?p=504549"},"modified":"2023-07-13T12:24:02","modified_gmt":"2023-07-13T06:54:02","slug":"topgrading-interview-process","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/topgrading-interview-process\/","title":{"rendered":"Your Guide to Topgrading Interview Process"},"content":{"rendered":"\n

Organizations understand that the dominating throttle on their growth is an inability to have the right people. Therefore people managers always focus on developing screening techniques in recruitment to source the right candidate <\/a><\/strong>for the vacant job profiles.<\/p>\n\n\n\n

The topgrading interview process was introduced in 1997 by Brad Smart. It works on the philosophy to acquire the most talented performers. <\/p>\n\n\n\n

Here’s 12 Step Topgrading Interview Process<\/h2>\n\n\n\n
  1. Evaluate the current hiring process<\/li>
  2. Develop profile scorecard<\/li>
  3. Communicate job vacancies and initiate sourcing<\/li>
  4. Screening employment history<\/li>
  5. Telephonic or video interviews<\/li>
  6. Conduct skill interviews<\/li>
  7. Organize top-grading interview<\/li>
  8. Coaching and feedback to hiring managers<\/li>
  9. Prepare summary<\/li>
  10. Perform reference checks<\/li>
  11. Select and train new hires<\/li>
  12. Evaluate performances regularly<\/li><\/ol>\n\n\n\n
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