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3 Reasons Why You Should Be Attracting and Hiring A-Players

by Dr. Brad Smart

8 minute read

    “You know, as most entrepreneurs do, that a company is only as good as its people. The hard part is actually building the team that will embody your company culture and propel you forward.
    – Kathryn Minshew, The Muse

     

    Whether you own a boutique company, run a huge conglomerate, or manage a department, hiring issues are probably not uncommon in your world. Most managers mis-hire at least three people before they land their high performing A-Player!

     

    Each mis-hire can prove to be costly not just in monetary terms but also in wasted time and effort.



    You probably want to spend more time helping your A-Players achieve even more, but chronic low performers are taking up too much of your time and your high performers’ time, dragging down your entire organization.

     

    Trying to coach the low performers rarely works — other than to create more frustration. Most managers live with 25% high performers (A-Players), about 50% “adequate” performers (B-Players), and 25% poor performers (C-Players).

     

    topgrading managers a players

     

    You want to be able to hire the best people for the job. But most of the time you end up not getting the high performer you paid for. And this makes talent challenges one of your biggest headaches. 



    So despite your best efforts in hiring, how does this still happen?

    • Recruiters are not presenting quality candidates.
    • Almost 50% of resumes contain lies — C-Players hype their resumes to look like A-Players.
    • Your competency (“behavioral”) interviews are not very revealing.
    • Reference checks are generally worthless.

    So, What Is An A-Player?

    What do high-performers actually "look" like? The term A-Player (and high-performer) gets tossed around a lot and causes a lot of confusion. I’ve broken down three of the most useful definitions for you:

     

    An A-Player Is A High Performer

    Most managers can relate to the term “High Performers” without much explanation, however bear in mind that their definition of a high performer might be a lot higher (or lower) than yours.

     

    This definition is really that simple. Just ask yourself, "Who on my team is a High-Performer?"

     

    Whichever person or people come to mind, those are your A-Players. 



    Many companies think that A-Player refers to someone highly promotable. Topgrading defines A1s as promotable 2 levels, A2s promotable 1 level, and A3s not promotable.

     

     

    You want ALL A-Players. Even if your receptionist is a part-timer with no interest in being promoted, that receptionist is the first contact for a prospect who might spend over $100,000. So the image must be first class: friendly, professional, outstanding listener, reliable, and adroit at pairing the prospect with a sales rep.

     

    An A-Player Is Rated An Excellent Or Very Good Performer

    How do we know this? It's because of the “truth serum” built into the Topgrading methodology.

     

    Early on in the Topgrading hiring process, candidates are told they will be expected to personally arranged the reference calls you have with their previous bosses. They are also asked to guess how every boss would rate their overall performance on a scale of:

    • Excellent
    • Very Good
    • Good
    • Fair
    • Poor

    Because they know that they will be the ones arranging those reference calls, we find that candidates are consistently incredibly honest about these guesses. So the ratings they give are highly accurate. 

     

    Across hundreds of companies and several decades, we’ve learned that A-Players consistently get rated as “Excellent” or “Very Good” by their previous bosses. Being rated “Good”, is not enough.

     

    An A-Player Is In The Top 10% Of Talent

    If you are a company hiring dozens - or even hundreds - of people for a job like Store Manager, then this is a practical definition for your company: An A-Player is someone in the top 10% of talent available for any job, at a given salary level.

     

    In these kinds of jobs, you have lots of employees doing the same job and performance is measured quite objectively. Numeric accountabilities are clearly defined - making it easier to predict the competencies needed to achieve measurable results. 

     

    So, if you think about the results and competencies needed for the job - and the salary it pays - the A-Players are the top 10% of performers you can hope to acquire for this role. 

     

     

    What Are A-Player Competencies?

    The Topgrading Interviews reveal all the important competencies for the job.

    A-Players Tend To Be:

    • Smart, intellectual and business savvy
    • Driven to succeed; passionate about success
    • Trustworthy
    • Consistent high performers
    • Adaptable to adjust to many different personalities
    • Surround themselves with high performers
    • Very hard workers
    • Resourceful; overcome obstacles
    • Effective leaders
    • Down-to-earth, well-grounded, self-aware, humble

    We’ve analyzed over 20,000 reports following Topgrading Interviews of managerial candidates, and one competency stands out as the most important.

     

    This is the uber-competency of RESOURCEFULNESS

     

    -Players have resourcefulness in spades. They are resilient and don’t give up, and when challenged by opportunities or seemingly hopeless setbacks, they look for ways to overcome.



    A-Player CEOs show resourcefulness in all aspects of their job. A-Player stockers in grocery stores constantly tell their department managers their ideas for stocking more efficiently and for serving customers better. Anyone mediocre in resourcefulness is just doing the basic job and taking a paycheck.

     

    topgrading types of a players

     

    Finding talent is a huge and critical challenge anywhere. But there are certain areas where it can become an even bigger challenge. And that's where you want to ensure you have a consistency and reliability.  

     

    So, how can you consistently get to the A-Players? Topgrade!

     

     

    The Simplicity of Topgrading In A Nutshell

    "The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are very good at it."

    - Peter Drucker

     

    Topgrading is a 12-step process for hiring that my team and I developed to ensure the hiring success of the best people for the job you are looking for

     

    I started Topgrading Inc. because I was appalled at the poor hiring results of almost all companies. Most companies rely on ineffective hiring methods — the use of personality tests and behavioral interviews, both of which are easily faked.

     

    Most importantly, they do not address the 3 biggest reason for poor hires: dishonesty, unrevealing interviews, and poor verification (worthless reference checks).



    Topgrading solves all these problems through the inclusion of 3 key elements:

     

    1. Letting candidates know THEY have to arrange reference calls with former bosses, a simple but effective truth serum built into our methodology, assures honesty. Low performers just drop out, knowing they can’t get bosses to talk with you.
    2. A thorough chronological Topgrading Interview covering every job is extremely revealing, in part because candidates know they will arrange reference calls with bosses.
    3. Reference calls (arranged by the candidate), to verify that everything the candidate said was true are conducted. This is the very best form of verification imaginable.

    The reason these elements are so effective is because they enable Topgrading to deliver honesty, the most revealing interviews, and solid verification. This combination is what enables you to hire A-Players 90% of the time.

     

     

    Why MarineMax's CEO Insisted On Prioritizing A-Players

    Before MarineMax, one of the largest boat dealership companies in the world, switched to using Topgrading methodology to hire their store managers, they were operating with only 25% of high performing store managers or A-Players. The rest of their employees consisted of B and C Players.

     

    Our average boat sold is about $110,000, so you can’t afford to hiccup on it. B- and C-Player managers cost us a million dollars because they don’t close the big sales,” explained CEO Bill McGill.

     

    MarineMax rolled out the Topgrading methodology to cover the hiring of all employees. They improved hiring from 25% to 95% A-Players. McGill said:

    marine max and a players

     

    "Topgrading has absolutely been a gamechanger for our company. [It] will be key in our culture forever.

     

    We do not hire a store manager unless a Topgrading Interview is performed. Our biggest challenge rolling out Topgrading was convincing regional managers to take the time – maybe 3 hours – for Topgrading Interviews of store manager candidates. But they learned quickly that their 75% mis-hires cost them days, weeks, and months trying to salvage low performers, so why not spend the time, perform due diligence up front and make sure you’ve done it right. A-Player interviewees love the process, too."

    .

     

    How To Attract Your A-Players

    When it comes to hiring A-Players, attraction is key. And most of the time, we tend to put the attraction piece on the back-burner. 

     

    In order to find your A Players, you’ll need to have at least 30-50 candidates to pick from. So here are a few methods to recruit this number of candidates.

    1. Recruit from your network of A-Players. A Players usually know other A-Players. Your company should be offering terrific monetary and appreciation awards for A-Players who refer A-Players.
    2. Ensure your company LinkedIn profile is 100% up-to-date and advertise open positions on LinkedIn.
    3. Use Social Recruiting, notably Linkedin, but to a lesser degree (and only for low level jobs) Twitter and Facebook.
    4. Make the Careers section of your corporate website exciting and attractive. If you’ve received honors such as being listed among the “Best Companies to Work For” in your area, brag about it.
    5. Advertise on major and/or industry specific job boards; Indeed and ZipRecruiter aggregate job boards and are the leaders. You will be sure to receive many resumes from them, so use the Topgrading Snapshot to narrow these down to the resumes that are most likely to be A-Players.
    6. For high-level positions, engage an executive search firm, but require it to use Topgrading methods; its reports should show failures, not just successes, and what bosses will say are candidates’ weaker points, not just strengths.

     

     

    Triple Your Success At Hiring High Performers In Just 8 Weeks!

    Your organization is only as strong as its people. That's why even a few critical mis-hires can cost you millions in wasted money and thousands of wasted hours! 

     

    We've teamed up with Dr. Brad Smart to give you Topgrading methodology — regarded as the most effective hiring method on the planet — in the form of the Topgrading Master Business Course!


    This program is designed to help you make the best decisions in your search for the best people at key roles in your business.

     

    You'll accomplish greater hiring success rates and more in just 8 weeks of in-depth coaching and instruction!

     

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    Learn how the Topgrading Master Business Course can walk you through the best methods to pack your team with A Players, today! 

    Dr. Brad Smart

    Dr. Brad Smart

    Brad completed his doctorate in Industrial Psychology at Purdue University, entered consulting, and since the 1970s has been in private practice as President and CEO of his own company, now called Topgrading, Inc., based in the Chicago area. Brad is frequently acknowledged to be the world’s foremost expert on hiring. The company consults with many leading companies and hundreds of small and growth companies. Brad has conducted in-depth interviews with over 6,500 executives. He is author of seven books and videos, including Topgrading 3rd Edition: The Proven Hiring And Promoting Method That Turbocharges Company Performance; The Smart Interviewer: Tools and Techniques for Hiring the Best; and the training series Topgrading Toolkit, featuring the 12 Topgrading hiring steps and demos of all the interviews. In addition, he has co-authored the following books: Topgrading for Sales: World-Class Methods to Interview, Hire, and Coach Top Sales Representatives, with Greg Alexander; and Smart Parenting: How to Raise Happy, Can-Do Kids, with Dr. Kate Mursau.

    Brad completó su doctorado en Psicología Industrial en la Universidad de Purdue, ingresó como consultor y, desde la década de 1970, ha ejercido en el sector privado como Presidente y CEO de su propia compañía llamada Topgrading Inc., con sede en Chicago. Con frecuencia, se le reconoce a Brad como el principal experto en contratación del mundo. Brad ha realizado entrevistas en profundidad con más de 6,500 ejecutivos. Es autor de 7 libros y videos, incluida la tercera edición de Topgrading: El método de contratación y promoción que acelera el desempeño de la empresa; The Smart Interviewer: herramientas y técnicas para contratar a los mejores; y la serie de capacitación Topgrading Toolkit, que presenta los 12 pasos de contratación de Topgrading. Es coautor de Topgrading for Sales: Métodos de clase mundial para entrevistar, contratar y asesorar a los principales representantes de ventas, con Greg Alexander; y Smart Parenting: Cómo criar niños felices y capaces de hacerlo, con la Dra. Kate Mursau.

     
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