Learn The 4 Steps To Identify, Hire & Keep High Performers – Webinar with Dr. Brad Smart.
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Apply for the interactive Topgrading Master Business Course — and learn how to identify, hire & keep A-Players from the world’s #1 hiring expert Dr. Brad Smart >> growthinstitute.com/topgrading
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Learn The 4 Steps To Identify, Hire & Keep High Performers – Webinar with Dr. Brad Smart.
- 1. Learn The 4 Steps To Identify, Hire & Keep High Performers
- 4. WELCOME Dr. Brad Smart Dr. Smart is an internationally renowned management psychologist and consultant to many Global 500 companies, but also hundreds of small, midsize, and growth companies. Brad is frequently regarded as the world’s #1 expert on hiring and most experienced executive interviewer and coach, having conducted over 6,500 chronological Topgrading Interviews in over 200 companies. As a trusted advisor to CEOs of leading companies as well as startups and fast growth companies, Brad has been featured in a front-page Wall Street Journal profile, CNN, Fortune, Inc., Chief Executive, and numerous other publications.
- 5. Sam Edwards Special Guest Managing Director at Success Recruit
- 6. Learn The 4 Steps To Identify, Hire & Keep High Performers
- 7. A Little Bit Of Math... What percent of the people you’ve hired in recent years have turned out to be the high performers you didn’t just hope for but you expected and you figured you paid for?
- 9. Leading Companies That Have Embraced Topgrading
- 10. Smaller Companies That Have Embraced Topgrading
- 12. MEASURING You’ll discover WHAT and HOW you should measure in your hiring process — and the real cost of ignoring that data. SEARCHING You’ll learn how to save time by looking for top talent in the right places — and how to optimize this process in the long term. INTERVIEWING & REVIEWING You’ll learn how to make sure you’re not being deceived by an overhyped resume and well-prepared (but dishonest) interview answers. ONBOARDING You’ll uncover the #1 ingredient of an effective onboarding process that will help you retain your A-Players and decrease the general turnover.. 4 Major Hiring Challenges Stopping You From Identifying, Hiring & Keeping High Performers
- 13. Measure Number of management and individual performers hired in 2017 20 Percentage that have turned out to be mis-hires, falling short of the minimum quota 75% (15) Conservative estimate of the cost of mis-hiring Note: Research shows 6x for sales representatives, 15x for managers, and 27x for executives $150,000 Estimated average number of hours wasted by managers and others, preventing and fixing problems caused by the mis-hires 150 hours This breaks down to: 15 mis-hires annually × $150k cost = $2.25M in cost 15 mis-hires annually × 150 wasted hours = 2,250 wasted hours
- 14. Measure Hiring Results (20 hires) Typical Manager Topgrading Manager Savings with Topgrading # Mis-hires 15 5 10 $ Cost $2.225M $1.458M $1.475M Time Cost 2,250 hours 750 hours 1500 hours
- 16. ● Use the Cost of Mis-Hires Form ● Threat of Reference Check (TORC) Technique, “Truth serum” ● C-Players and Fakers drop out ● You interview better candidates ● Contacting former bosses is easy ● No legal issues How To Hire
- 17. Questions Starts with TORC Technique reminder. Key Questions: ● School Years: high and low points; influencers (who, how) ● All jobs: ➢ success, failures ➢ likes, dislikes ➢ other key decisions (what, how made) ➢ other key relationships (who, why) ➢ appraise boss (like, disliked) ➢ guess how boss would rate your overall performance ➢ list strengths and weaker points ➢ reason(s) for leaving ● Plans for future (short and long-term)
- 18. Onboarding = Coaching Coach New-Hires ● Coach regularly ● Start coaching 2 weeks after your new A-Player comes on board ● Create Individual Development Plan ● Coach daily as needed but formally on quarterly basis ● Allocate your time to coach A-Players and those with A-Potential (with minimal coaching for B- and C-Players, those you are sure will never be high performers)
- 20. Case Study Sam Edwards Managing Director at Success Recruit
- 21. Implementation Requires 2 Things The Tools A Guide
- 22. 3 Ways To Implement Book Coach 3rd Way
- 23. A Book
- 25. Another Way?
- 26. A Catalogue Of Business & Leadership Programs Master of Business Dynamics
- 28. How It Works Learning Materials
- 29. How It Works 6 Live Online Workshops
- 30. Two 1-1 Coaching Calls How It Works
- 32. Topgrading Software TOLS 3.0 How It Works
- 33. This course is a part of the Master of Business Dynamics
- 34. What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 35. ● Measure Your Hiring & Promoting Success (frameworks included) What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 36. ● Optimize Your Recruitment Processes (using the Topgrading software) What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 37. ● Master Advanced Interviewing Techniques (like Topgrading Tandem Interview) What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 38. ● Analyze The Data (draft & finalize Executive Summary) What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 39. ● Coach Your New Hire (create an individual development plan) What You & Your Team Will Accomplish Within 12 Weeks Of The Program
- 41. 50 Participants
- 42. Who This Is For:
- 44. “Nothing matters more in winning than getting the right people on the field. All the clever strategies and advanced technologies in the world are nowhere near as effective without great people to put them to work. Brad developed the methods to help us pick top producers.” CEO (1981-2001) General Electric
- 45. “There’s nothing that has done more for our company than Topgrading. It will be our culture as long as we have our company.” Chairman & CEO, MarineMax Inc.
- 46. “In a previous start-up I worked for, hiring was done haphazardly. At Mint.com, I’ve had very rigorous hiring. We use a technique called Topgrading, which reveals patterns in behavior. In the history of Mint, I’ve only fired two people and one left voluntarily.” Aaron Patzer Founder, Mint.com
- 48. Q&A