Take the Quiz: Where Your Talent Methods Rank As the year progresses, it's time to assess what shape you are in with the #1 factor that will account for how successful you’ll be ... your talent! Not only should you assess your talent, but you should also take a look at the hiring methods that produce that level of talent. Your score on this short quiz will let you know.
Please keep in mind how expensive it is to mis-hire someone. The cost of mis-hiring a senior executive is approximately:
- 1 - 5 X base salary
- 6 - 10 X base salary
- 11 – 15 X base salary
- More than 15 X base salary
To complete the questions here are the definitions to keep in mind: A Player: a high performer, an A Player B Player: a good performers, but not nearly as good as an A Player C Player: an under-performer, a low performer
TALENT METHODS QUIZ
Provide your “best guess” when answering
1. The percent of mis-hires in recent years has been: a. 0-20% b. 21%-40% c. 41%-60 d. 61%-80% e. More than 80%
2. Separate from hiring results, the percent high performers (A Players) in your management jobs is: a. 0 – 20% b. 21% - 40% c. 41% - 60% d. 61% - 80% e. Over 80%
3. The percent of workers (employees, not managers) who are high performers (A Players) is: a. 0 – 20% b. 21% - 40% c. 41% - 60% d. 61% - 80% e. Over 80%
4. The percent of time high performers (A Players) spend preventing and fixing mistakes by weak performers is: a. 0-25% b. 26% - 50% c. 51% - 75% d. More than 75%
5. When there is a mis-hire the chances that a candidate “fooled” us, hyping strengths and hiding weaker points, is: a. Virtually certain b. Very likely c. Not very likely d. Not at all likely
6. When we’ve mis-hired someone the chances that we had had reference calls with the candidate’s managers is: a. Virtually certain b. Very likely c. Very unlikely d. Not at all likely
7. Our performance accountabilities for distinguishing high performers from lesser performers are: a. Extremely clear b. Very clear c. Vague d. Non-existent
SCORING KEY
- a=10, b=5, cde = 0
- abc=0, d=5, e=10
- abc=0, d=5, e=10
- a=10, b=5, cd=0
- ab=0, c=5, d=10
- a=10, b=5, cd=0
- a=10, b=5, cd=0
YOUR SCORE 65+: Excellent 45-64: Very Good 35-44: Good 34 or less: Poor
INTERPRETATION Experienced Topgraders typically score Excellent. New Topgraders score Very Good and always want to improve. Former Topgraders in need of a refresher course score Good. Those scoring less than 35 are partial Topgraders at best.
Dr. Brad Smart is Founder and CEO of Topgrading, Inc. Topgrading is dedicated to helping companies of all sizes maximize the hiring of high performers. Topgrading assesses candidates for senior positions (where the costs of mis-hires are high) and trains all managers to create teams of almost all high performers. Brad has seven published books on hiring; the most recent three (the first, second, and third editions of Topgrading) were all best sellers. On April 25, 2023 Brad, and President Chris Mursau’s new book,
Foolproof Hiring (Forbes Books), will be released. Pre-order
Foolproof Hiring on Amazon by clicking
here
. Brad can be reached at www.Topgrading.com To learn more, download our free
eGuide or attend our next Topgrading
Webinar. Our webinar explains the most effective recruitment methods, how to immediately identify the most honest, high performing applicants, and how to (finally!) verify what candidates tell you (since reference calls are usually worthless).
Contact us to learn more.
Improve your hiring success with Topgrading. Our proven hiring process will transform your selection methodology so that you get better hiring results across all industries, including hiring HR professionals. Our
leadership and candidate assessment
tools will help you assess, hire, retain, and grow outstanding team members.
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to learn more!
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