Author Archives: Emory Day

MOST Candidates Lie on Their Resume

blog

 

Good grief, more than half of all candidates LIE on their resume! A Fortune article reports a study that out of 2,000 people, 58% of the candidates lied on their resume. And over 70% in the financial services industry, by the way. The rather obvious advice by the author of this article is to read resumes carefully. The study showed that prior to the recession only 33% of interviewers took more than 2 minutes to read resumes, and because of rampant lying the figure rose to 42%.

Huh? Less than half of interviewers take more than 2 minutes to read resumes. Additional advice is to compare the resume to LinkedIn profiles. That advice is time consuming if you try to do it internally, and using a resume research company gets expensive and just verifies company names and universities.

The author misses a huge fact: It’s easy for C Players and BSers to write A Player resumes! They know they can get away with fudging the truth because reference checks are perfunctory. Carefully reading resumes of true A Players and true fakers is not much of a solution!

Blogs aren’t supposed to sell but sorry, Topgrading has the best way to smoke out the BSers and low performers. It is the obvious solution to this problem. It’s been proven at leading companies for more than 3 decades. The Topgrading IP is inserted in company application forms and tells candidates that a final step in hiring is for THEM (not you) to arrange reference calls with bosses and others. This “truth serum” has worked to scare away undesirable candidates over a million times. And the Topgrading IP asks for salary history and boss ratings and both turn out to be amazingly accurate BECAUSE candidates know they will have to arrange reference calls.

If you need Topgrading to help weed out the liars, learn more here or just give us a call. We are happy to help.

How to Shorten the Time Hiring A Players: Method #3

fotoliacomp_119604826_njuwkmqgqgw3ss3ajwksyr2acjxwwrja_nw40

Whether you are a Topgrader or not, these proven methods can save you a lot of time, while maintaining the standard of hiring all high performers for ALL jobs.  We keep learning from clients the time saving methods that they have discovered, so this is a series of blogs and might go on and on indefinitely!

Before explaining time saving methods, please take a couple minutes or more to learn the basics of Topgrading. Why? I want you to hire better, NOT just save time mis-hiring people! If you aren’t familiar with Topgrading, I want to get your attention: Topgrading is the best, most effective, most proven method to hire. Check out our free eGuide, multiple blogs or dozens of documented case studies and you will see that our hiring method is tried, true and proven. The average improvement in hiring HIGH performers across all companies we have worked with is 26% to 85%. Did I mention that 85% were HIGH performers and that is just the average improvement?! Okay, good… Just checking to see if you were paying attention. We are proud to say CEOs credit Topgrading’s methods for making the company more profitable. No other approach that we are aware of (and we have seen them all) have multiple case study backups, a fraction of the results Topgrading does, or CEOs saying it improved profits of the company.

Key Topgrading Steps.

1.      Job Scorecard. Topgraders convert a vague job description (which is confusing and leads to mis-hires) into a Job Scorecard with clear, measurable accountabilities (and that assures better hires).

2.      Recruitment. Just about everyone uses job boards; however Topgraders say their best hires come from referrals from their existing A Players.

3.      Candidate Screening. In Topgrading, candidates complete your application form infused with Topgrading IP including a “truth serum” that really works. The candidate completes the application and you receive the Topgrading Snapshot, the best candidate screening tool ever created. Even before talking with candidates, Topgraders know a) the low performers have dropped out, b) the liars with fictitious resumes have dropped out, c) the full salary history of the applicants, and d) how all bosses would rate their performance. Amazing but true!

4.      Phone Screen. After screening candidates with the Topgrading Snapshot, the next step is to talk to candidates for the first time in a phone screen interview to determine if it’s worth the time to bring the candidate in for a day of interviews. Phone interviews cover what the candidate is looking for and delves into the most recent two jobs.

5.      Visit to the company. Topgraders typically use Competency Interviews and the Tandem (2 interviewers) Topgrading Interview during that day. The Topgrading Interview is the most revealing interview, producing accurate, verifiable insights into every competency important for the job.

6.      Candidate-arranged reference calls. There is no phone tag because finalist candidates do arrange the calls. These calls are with managers YOU want to talk with who will a provide solid verification of everything the candidate said.

Here are the most important hiring truths: More than half the people hired every day turn out to be disappointments because of rampant dishonesty (C Players lie and get away with it), shallow interviews, and weak verification (reference checks are almost worthless and everyone knows it so C players can get away with fudging the truth). Topgrading assures total honesty, the most revealing Topgrading Interview, and solid verification (in reference checks millions of A Players have arranged with former managers).

But, the biggest criticism of Topgrading is the time it takes. “It’s very time consuming to bring a candidate in for a full day to conduct maybe four 1-hour competency interviews plus a 4-hour Topgrading Interview. Is the 4-hour Topgrading Interview of a manager worth the time?” Yes, because that Topgrading Interview enables you to hire 75%, 80%, or even 90% high performers! Non-Topgraders mis-hire at least half the people they hire, and each managerial mis-hires costs them $500k+ plus 200 wasted hours. 

Although it will take up more time on the front end, Topgrading SAVES TIME overall because mis-hires are avoided.

Now that you are familiar with us, let’s talk about saving time and money!

Time-Saving Method #3: In the Topgrading Interview Probe Deeply Only During Questions About Jobs in the Second Half of the Candidate’s Career.

The Topgrading Interview creates the magic of Topgrading and is the biggest reason for companies achieving 90% A Players hired. It’s a chronological interview with questions going all the way back to their education years (high and low points, degrees, work, etc.) and then digging into the first full time job and coming forward to the present. During this interview the candidate is asked 15 questions about each job (successes, mistakes, key decisions, key relationships, performance ratings by managers, etc.). Then it is concluded with their plans for the future.

If the candidate has 15 years of experience with six jobs it might require a 4-hour interview. Incredible insights are achieved into dozens of important competencies. How? Because when a candidate is explaining a success (took over a project, worked with five departments, launched new software, saved the company $5 million) she would reveal at least 20 competencies (analytic ability, judgment, working with teams, creativity, passion, etc.). Over the course of her career, the PATTERNS of strengths and weaker points become clearer and clearer. In just a 1-hour competency or behavioral interview the interviewer might get insights from 25 data points total. In the Topgrading Interview there are likely more than 1,000 data points.

Here’s the thing: Having trained tens of thousands of managers, we know that they are very conscientious, and want to dig in with follow up questions … in too much detail initially. Suppose the first job out of college was Accountant, and the candidate held it 6 months and then was promoted to Accounting Manager. Instead of asking all 15 questions, save time by saying, “You were in the Accountant job only 6 months and then were promoted to Accounting Manager. Please explain very briefly.”

CONCLUSION: Asking fewer questions, and probing less when discussing early career history will save you time and, by asking ALL the questions and probing with LOTS of follow up questions for recent jobs, you’ll learn everything you need to know about candidates.

Even on the first try Topgrading Interviewers learn more about a candidate than ever before. A Players love the Topgrading Interview – the walk down memory lane through success after success, and learning from mistakes.

Topgrading Helps Save E*Trade

Topgrading has tremendously helped and even saved many companies all around the world. Read our case study on how Topgrading helped E*Trade.

“I came in as CEO in 2013, and E*Trade was struggling. Topgrading helped us survive and flourish.” – Paul Idzik, CEO

The Company:

E*TRADE Financial Corporation is a leading technology-enabled company and a well-recognized digital disruptor within the financial services sector. It operates in both the B2C and B2B spaces via award-winning online platforms, and a large network of licensed representatives and financial consultants who handle phone and in-person interactions with its customers.

The Challenge: 

When Idzik took over as CEO toxic investments in the mortgage business dating back to the 2008 financial crisis were dragging the company down. He said, “I had very few A Players in the top 2 levels. A couple of key mis-hires could have caused the demise of the company.”

The Results:

  • From 25% to 75% A Players hired in upper management ranks
  • From 10-year performance of -20% to 3-year performance (since Idzik became CEO) of +150%
  • 6 out of 7 of the top team were replaced, 100% with A Players…

Click here to read the entire E*Trade case study.

How to Shorten the Time Hiring A Players: Method #2

Whether you are a Topgrader or not, these proven methods can save you a lot of time, while maintaining the standard of hiring all high performers for ALL jobs.  We keep learning from clients the time saving methods that they have discovered, so this is a series of blogs and might go on and on indefinitely!

Before explaining time saving methods, please take a couple minutes or more to learn the basics of Topgrading. Why? I want you to hire better, NOT just save time mis-hiring people! If you aren’t familiar with Topgrading, I want to get your attention: Topgrading is the best, most effective, most proven method to hire. Check out our free eGuide, multiple blogs or dozens of documented case studies and you will see that our hiring method is tried, true and proven. The average improvement in hiring HIGH performers across all companies we have worked with is 26% to 85%. Did I mention that 85% were HIGH performers and that is just the average improvement?! Okay, good… Just checking to see if you were paying attention. We are proud to say CEOs credit Topgrading’s methods for making the company more profitable. No other approach that we are aware of (and we have seen them all) have multiple case study backups, a fraction of the results Topgrading does, or CEOs saying it improved profits of the company.

Key Topgrading Steps.

  1. Job Scorecard. Topgraders convert a vague job description (which is confusing and leads to mis-hires) into a Job Scorecard with clear, measurable accountabilities (and that assures better hires).
  2. Recruitment. Just about everyone uses job boards; however Topgraders say their best hires come from referrals from their existing A Players.
  3. Candidate Screening.In Topgrading, candidates complete your application form infused with Topgrading IP including a “truth serum” that really works. The candidate completes the application and you receive the Topgrading Snapshot, the best candidate screening tool ever created. Even before talking with candidates, Topgraders know a) the low performers have dropped out, b) the liars with fictitious resumes have dropped out, c) the full salary history of the applicants, and d) how all bosses would rate their performance. Amazing but true!
  4. Phone Screen.After screening candidates with the Topgrading Snapshot, the next step is to talk to candidates for the first time in a phone screen interview to determine if it’s worth the time to bring the candidate in for a day of interviews. Phone interviews cover what the candidate is looking for and delves into the most recent two jobs.
  5. Visit to the company.Topgraders typically use Competency Interviews and the Tandem (2 interviewers) Topgrading Interview during that day. The Topgrading Interview is the most revealing interview, producing accurate, verifiable insights into every competency important for the job.
  6. Candidate-arranged reference calls. There is no phone tag because finalist candidates do arrange the calls. These calls are with managers YOU want to talk with who will a provide solid verification of everything the candidate said.

Here are the most important hiring truths: More than half the people hired every day turn out to be disappointments because of rampant dishonesty (C Players lie and get away with it), shallow interviews, and weak verification (reference checks are almost worthless and everyone knows it so C players can get away with fudging the truth). Topgrading assures total honesty, the most revealing Topgrading Interview, and solid verification (in reference checks millions of A Players have arranged with former managers).

But, the biggest criticism of Topgrading is the time it takes. “It’s very time consuming to bring a candidate in for a full day to conduct maybe four 1-hour competency interviews plus a 4-hour Topgrading Interview. Is the 4-hour Topgrading Interview of a manager worth the time?” Yes, because that Topgrading Interview enables you to hire 75%, 80%, or even 90% high performers! Non-Topgraders mis-hire at least half the people they hire, and each managerial mis-hires costs them $500k+ plus 200 wasted hours. 

Although it will take up more time on the front end, Topgrading SAVES TIME overall because mis-hires are avoided.

Now that you are familiar with us, let’s talk about saving time and money!

Time Saving Method #2: Conduct two candidate-arranged reference calls after the phone screen, to be SURE taking the time for a tandem Topgrading Interview (4 hours for a mid-manager) is justified.

Note step #5 above:  Visit to the company. Topgraders typically use Competency Interviews and the Tandem (2 interviewers) Topgrading Interview during that day. The Topgrading Interview is the most revealing interview, producing accurate, verifiable insights into every competency important for the job.

Many Topgrading Companies follow step #5, BUT: these companies have gotten to be VERY good at conducting the phone screen, so that almost all the candidates who do spend a day interviewing in person are later judged to be good, solid, viable candidates. If you are a Topgrader and sometimes conclude you should NOT have invited a candidate in for the day, use Method #2: Instead of inviting (four) candidates in for the day, including the day of interviews and then conducting reference calls after that day, conduct two of the likely six reference calls after the phone screen step. Chances are a couple of the candidates will be eliminated so you only invite in two candidates for a day of interviews, saving two full days of in-person interviews.

 

How to Make Hiring Easier and More Successful

TOLS Snapshot

Clients complain that the various hiring tools (tests, etc.) don’t seem to work very well, and they spend a HUGE amount of time screening low performers that create fictitious resumes and BS-ers who did the same. But there, finally, is a “Dream Come True” hiring tool! One that can screens candidates FAR better than any test or other screening tool on the planet…Topgrading Online Solutions, also known as TOLS, including the Topgrading Snapshot shown above.

Tell me this – BEFORE even talking with a candidate, how would you like to…

  • screen out low performers and people who lie in interviews?
  • know a candidate’s full salary history?
  • know how every boss would rate their overall performance?

Ta Da! Your dream has come true, and its easier than you would think to get started.

The TOLS Topgrading hiring software is a state of the art tool to give you clear insight into every candidate being considered for the job. The candidate fills out a form and the first thing hiring managers and HR look at is the Topgrading Snapshot, the picture (snapshot) that tells you at a glance, the most important information to screen the best candidates in, and the low performers out. To read more about how you can Topgrade every prospect, visit our site to learn more.

Scott Clawson, CEO of Culligan, says this about TOLS software:

“The TOLS software is AMAZING! Why? Because it achieves all the “dream-come-true” benefits of prescreening a candidate. The Topgrading Snapshot is easy to set up and use. Candidates simply fill out a special form and, bingo, you get a clear perspective of the whole picture of the candidate.”

Start hiring better today with Topgrading!