Highly recommend trying out the Top-Grading interview from Who.
You go through a candidate’s entire work history, from start to finish in chronological order, and ask these questions:
What were you hired to do?
What accomplishments are you most proud of?
How did your performance compare to the previous year’s performance? (For example, this person achieved sales of $2 million and the previous year’s sales were only $150,000.)
How did your performance compare to the plan? (For example, this person sold $2 million and the plan was $1.2 million.)
How did your performance compare to that of peers?
What were some low points during that job?
Who were the people you worked with? Specifically:
What was your boss’s name, and how do you spell that? What was it like working with him/​her? What will they tell me were your biggest strengths and areas for improvement?
Why did you leave that job?
It’s just a good, natural, flowing way of understanding what things people actually did instead of trying to give them hypothetical future scenarios of what they might do.
If anyone is interested in using the topgrading method, the guy who invented/​designed it wrote a whole book about it. It goes into more detail than Who, and if you really want to implement topgrading then it is very helpful.
Highly recommend trying out the Top-Grading interview from Who.
You go through a candidate’s entire work history, from start to finish in chronological order, and ask these questions:
It’s just a good, natural, flowing way of understanding what things people actually did instead of trying to give them hypothetical future scenarios of what they might do.
It’s also an efficient way of finding red flags 🚩 like:
If anyone is interested in using the topgrading method, the guy who invented/​designed it wrote a whole book about it. It goes into more detail than Who, and if you really want to implement topgrading then it is very helpful.
This is super helpful, thanks!