Topgrading or Top Trumps? Why the Topgrading Interview process no longer serves as the primary recruitment method
TopTrumps was a popular 80s card game – but like the card game, with its listed attributes leading the decisions of who wins, Topgrading interviewing has also had its time.
Why does Topgrading exist?
Back in the 80s employment rates were at 65% in its lowest point. In the 90s the lowest point was 68% and now up until 2018 it is up to 75%. If the population is no longer struggling for work, they can be more decisive and how you sway them to work for you has to change.
In June 2019 unemployment was at 3.8% and in the southwest it was 2.9%. They aren’t waiting for your call. You have to attract and find them with more skill than ever.
Topgrading was set up to catch the liars – but there is another way to do this. You can catch a liar when they talk about their work history and by checking their references match their descriptions – If you’re looking for more details about work history that displayed on their CV – a simple form with timelines, managers and locations will suffice. Doesn’t need to be an over complicated document.
At the end of the day, you’re the recruiter – surely, that’s your job to check their references match what they say in the Interview and write on their CV.
I bet any recruiter at some point in their career has spotted a liar and they didn’t need the Topgrading method to do it. There are plenty of interview tricks to see if the candidate is lying or bluffing, that doesn’t involve this lengthy process.
Here’s the good news
49% say they would quit their jobs in the next two years – as previously mentioned, it’s no longer a career for life. People are willingly looking but also are in a good position already – so how can you show them you’re better?
Hello Talent Attraction? Anyone out there?
Nowhere in the Topgrading method does it mention attraction. This is because when it was first created, employers didn’t have to work hard at making their businesses look like attractive places to work. The current employment statistics suggest you must go out there and find candidates, even if they are already working somewhere else. In most sectors today you won’t have hundreds of CVs and interviews to get through any more.
Time to show off. Like a peacock the bigger and more detailed the display about what you can offer – the more likely you are to succeed. Especially if they are already employed. You have to be something special if they are willing to let their current employer know they are looking elsewhere.
If you’re an amazing company who have worked on their branding and ethos which is in-line with the generation you are trying to hire, as well as written a clearly detailed and enticing advert you won’t need to bend over backwards to get their attention.
We say this in our talks but I’ll repeat it again – listing responsibilities is as boring as watching paint dry!
You want someone in digital marketing. They know what the role entails so tell them about you as a company. Your goals, your voice and your work ethic. That’s what needs to match up – not the exact list of attributes on your top trump cards. Stop striving for perfection and take pride in developing existing skills of others to suit your purpose perfectly.
Are we nearly there yet?
Even reading through the 12 – step guide of top-grading is tiring.
What we do like from it – the interviewer feedback
To avoid being shamed on sites like glassdoor.com because you’ve made them jump through too many hoops and then just not given the job but not told them why - feedback is key.
It could be through the interview processes you see them flourishing in a different role. You can always highlight their strengths and tell them where that would be best suited. What you will do then, is create a positive relationship. One that will last, meaning if a role suited to them comes up, they will be more likely to choose you.
The future of recruitment isn’t making the process more complicated – rather it is about simplifying it with a clear focus on what you are looking for as well as what you are offering.