Solutions & Insights
Before taking over a company, Kanir conducts Topgrading Interviews of the top team. "I've found my Topgrading Interview assessments to be so accurate that I'm able to make the right changes in the team very fast."
When replacing executives, Kanir uses the Topgrading Truth Motivator - he screens resumes and then tells the top ten candidates that a final step in hiring is for them to arrange reference calls with their bosses from the past decade. According to Kanir, about a quarter of the candidates - the low performers - remove themselves from the process, allowing him to only spend time interviewing the best candidates.
Next, Kanir performs an hour-long phone screen interview - an abbreviated Topgrading Interview. These are thorough enough to identify the best 2 or 3 candidates to invite in for the full Topgrading Interview and other interviews.
The "other interviews" include a team interview (questions from 3 or 4 interviewers to see if candidates can handle group meetings), a pressure interview in which the interviewer pushes back hard, and a background check interview in which the interviewer questions any discrepancies between the candidate's resume and LinkedIn and Facebook information.
Finally, Kanir uses the Topgrading method of performing reference calls with the candidates' bosses, which the candidate arranges. Says Kanir, "Speaking with candidates' managers, I get the most accurate verification of what candidates have said, and there is no phone tag."
