Interview Guide Topgrading

Topgrading Interview Guide Chris Anderson
Applicant:
Chris
Anderson
Interviewer:
Date:
June 1, 2012
Topgrading Interview Guide

Bradford D. Smart, Ph.D.
"There is something that is much more scarce, something finer far, something rarer
than ability."
"It is the ability to recognize ability."- Elbert Hubbard
This guide seeks to provide you with the most accurate, most valid, insights when assessing internal
talent and candidates to hire. Companies have achieved a record of 90% success hiring high
performers when a tandem Topgrading Interview (two interviewers) is conducted, interviewers have
been trained in the Topgrading Interview techniques, and this guide is used.
SMART & ASSOCIATES, INC.

37202 North Black Velvet Lane
Wadsworth, IL 60083
Phone: 847-244-5544 Fax: 847-263-1585
www.SmartTopgrading.com
1998 Smart & Associates, Inc.
Topgrading Interview Guide Page 1 of 23
Topgrading Snapshot - Chris Anderson
Page 2
SUGGESTIONS TO INTERVIEWERS
Maximum benefits in using this Topgrading Interview Guide can be achieved through applying the principles stated in the
book:
Topgrading: The Proven Hiring and Promoting Method That Turbocharges Company Performance
by Dr. Bradford D. Smart (Penguin Portfolio, New York, 2012)
This guide is intended to make the interviewer's job easier. It is a comprehensive, chronological "road map," providing
plenty of space to record responses. In case you need more space, have a pad of paper handy. Experience has shown
the following guidelines to be helpful when interviewing selection candidates:
1. Review the candidate's Topgrading Career History Form and resume.
2. Be sure that the Job Scorecard, including accountabilities and other competencies, are clear to you and the team the
successful candidate will work with.
3. Review this Guide prior to the interview, in order to refresh your memory regarding the sequence and wording of
questions, for a smoother interview.
4. Use a tandem (two-interviewer) approach. A tandem interview is more valid than a solo interview, unless the Topgrading
interviewer is highly experienced.
5. After a couple of minutes building rapport, give the interviewee an idea of the expected time frame (3 hours?) and then
sell the person on being open and honest.
The Topgrading Interview is long and detailed, and helps us hire mostly high performers. The advantages to you of
participating in it are to:
Review your background, interests, and goals to see if there is a good fit with the position and opportunities here.
Help you become highly productive, as soon as possible.
Determine some ways to assure smooth onboarding, should you join us.
Get some ideas regarding what you and we can do to maximize your long-range development.
6. Follow the chronological order starting with Education and then Work History, starting with the first full time job and
coming forward to the present.
7. Following the Topgrading Interview:
Review the completed guide.
Write comments about each competency on the last three pages of this Guide, or on a Job Scorecard.
Make ratings of the competencies.
8. Ask candidates to arrange reference calls with supervisors and others you and your tandem interviewer choose to talk
with. Knowing this requirement in advance of interviews, candidates will be more honest in responding to questions.
9. Write a brief report - an Executive Summary, followed by a list of Strengths, Weak Points, and Developmental
Recommendations. High performers hired or promoted will want feedback and development recommendations from the
interviewers.
NOTE: Candidates answers from the online Career History Form have been included in this Topgrading Interview
Guide. The answers have been bolded and underlined. Questions to interviewers are italicized.
HIGH SCHOOL
NOTE TO INTERVIEWERS: Most experienced Topgrading interviewers start with high school, but if you are not
experienced, start with COLLEGE. Why? Any interviewee will accept starting with COLLEGE, but it's rare for an
interviewer to start with HIGH SCHOOL, so you will have to be confident and smooth - two attributes that will come
with experience.
So that I can get a good feel for your background, first your education years and then work history,
let's briefly go back to your high school days and come forward chronologically to the present. Then
we'll talk about your plans and goals for the future. I see from the Career History Form that you
attended Lincoln High School (high school). Would you please expand on the information provided
by discussing high points, low points, how your summers were spent, work experiences, and any
people who were strong influences, good or bad?
High School:
Approx Graduating Class Size:
Rank from the Top:
Highest Grade Completed:
Earned High school diploma or GED:
Lincoln High School - Springfield, IL

350
16
4 Years Completed
Yes
Final GPA:
3.9
GPA Scale:
4.0
Extracurricular Activities:
Positions of Responsibility, Honors, and
Awards:
Band, Student Government, Spanish Club

Student Government President, National Honor
Society, Teacher's Choice Award for Outstanding
Student
High Points:
Low Points:
Work Experiences: (don't waste time on the mundane - look for real accomplishments and
resourcefulness)
Fast food restaurant, up to Assistant Manager
Influences (positive and negative):
COLLEGE
NOTE TO INTERVIEWERS: If you started with HIGH SCHOOL, COLLEGE comes next:
Now let's move on to your college years. So that I can get a feel for your background, first your
education and then work history, let's briefly go back to your college years and come forward
chronologically, up to the present. Then we'll discuss your plans and goals for the future. I see from
the Career History Form that you attended University of Illinois (college). Please expand on the
information you've provided by discussing what the school was like, high and low points, work
experiences, and influences. (Ask the following questions to obtain complete information not
included in responses to the general "smorgasbord" question.)
College/University/Post Graduate School
Total Years Completed:
4 Years Completed
Undergraduate College/University Attended:

Dates Attended:
Degree:
Subject/Major:
University of Illinois
September, 1988 - May, 1992
Bachelor's Business Administration
Marketing
Qualification/GPA:
3.70 (GPA Scale: 4.0 )
Total Credit Hours:
130
Extracurricular activities, honors and

awards:
Soccer MVP, Senior year, Dean's List all 4 years
What undergraduate subjects did you like

most? Why?
Marketing, Psychology
What undergraduate subjects did you like

least? Why?
Calculus (questionable practical use)
How was your education financed?
Parents, part-time and summer work
1. Give us a feel for what kind of school it was (if necessary, specify large/small, rural/urban,
cliquish, etc.), and generally, what your college years were like.
2. I see your major was Marketing
Did you change majors?
3. What school activities did you take part in?
4. GPA/Scale: 3.70/ 4.0 (University of Illinois)
Study Habits
5. What people or events during college might have had an influence on your career?
6. Were there any class offices, awards, honors, or special achievements during your college
years?
7. What were high points during your college years? (Look for leadership and resourcefulness)
8. What were low points, or least enjoyable occurrences, during your college years? (Again, what
happened back then is only important in relation to what is revealed about the interviewee now.)
9. Give us a feel for any part-time and full-time jobs you held during college. During school year:
Campus Tour Guide for student recruitment Summers: Soccer Coach, Web Designer for
student run company
10. (TRANSITION QUESTION) What were your career thoughts toward the end of college?
MILITARY EXPERIENCE
NONE
WORK HISTORY
Now we would like you to tell us about your work history. There are a lot of things we would like to
know about each position. Let me tell you what these things are now, so we won't have to interrupt
you so often. We already have some of this information from your Topgrading Career History Form
and previous discussions. Please go back and start with your first full time job and come forward
chronologically.
NOTE TO INTERVIEWERS: An easy transition to the next job can occur by simply determining employer/title/dates,
and then asking WHAT DID YOU DO, HOW DID YOU LIKE IT, AND HOW DID YOU DO?
JOB #1 (usually 1st full-time job following college)

EMPLOYER & POSITION
Company:
Title:
Start/End Dates:
Modern Media Masters,

Inc.
Type of Business:
Media
Marketing Assistant
Address:
800 Sheridan Rd.

Chicago, Illinois
60045
August 1992 - June 1997
Phone:
999-999-9999
Staff: Number of Direct

Reports:
Total Staff Reporting to

You:
Can you tell me about the company's revenues, products, services, and number of employees?
SALARY
Starting Salary:
22,000 (Annually)
Ending Salary: 25,000 (Annually)
Was your employment at this company full-time or part-time? Full Time
RESPONSIBILITIES & PERFORMANCE

What were your expectations for the job?
What were your responsibilities and accountabilities?
What did you find when you arrived? What shape was the job in (talent, resources, performance problems)?
What major challenges did you face?
What results were achieved in terms of successes and accomplishments? How were they achieved? (As time
permits, get specifics, such as individual vs. shared accomplishments, barriers overcome, bottom line results,
and impact on career-bonus, promotability, performance review.)
We all make mistakes - what would you say were mistakes or failures experienced in this job? If you could wind
the clock back, what would you do differently? (As time permits, get specifics.)
All jobs seem to have their pluses and minuses; what were the most enjoyable or rewarding aspects of this job?
Learning marketing; working with diverse clients
What were the least enjoyable aspects of the job? Very narrow limited responsibilities; could not persuade
managers to let me try initiatives.
TALENT
(For management jobs) What sort of talent did you inherit (how many As, Bs, Cs)? What changes did you make,
how, and how many As, Bs, and Cs did you end up with?
SUPERVISOR
Supervisor's Name:
Alice Smith
Title: Director, Marketing
Where is that person now?

Would you be willing to arrange for us to talk with him or her? Yes
(Say you will want to talk with all supervisors in the past ten years.)
What were your supervisor's strengths?
What were your supervisor's shortcomings?
What is your best guess as to what that supervisor really felt at that time were your strengths and weaker
points?
STRENGTHS
WEAKER POINTS
How would that supervisor rate your overall performance? Very Good
OTHER
Are there any important decisions or relationships that we have not discussed?
What circumstances contributed to your leaving? (Always probe for initially unstated reasons.) 100% Mine
JOB #2
EMPLOYER & POSITION
Company:
Title:
Start/End Dates:
HRSS, Inc.
Type of Business:
Payroll and other HR

services
Corporate Recruiter
Address:
444 Main St.

San Francisco,
California 22222
June 1997 - December 2002 Phone:
999-999-9999

Reports:

You:
SALARY
Starting Salary:
30,000 (Annually)
Base:
28000
Bonus:
2000

Base: 30800
Bonus: 4000

Transition to HR; measurable goals (and exceeded them)

What were the least enjoyable aspects of the job? Entry job with limited opportunity to show career
potential; having to beg for a professional role
TALENT
how, and how many As, Bs, and Cs did you end up with?
SUPERVISOR
Supervisor's Name:
Paul Andrews
Title: Director, IT

points?
STRENGTHS
WEAKER POINTS
How would that supervisor rate your overall performance? Excellent
OTHER
What circumstances contributed to your leaving? (Always probe for initially unstated reasons.) Not Leaving the
Company
JOB #3
EMPLOYER & POSITION
Company:
Title:
Start/End Dates:
HRSS, Inc.
Type of Business:
Payroll and other HR

services
HR Administrator
Address:
444 Main St.

San Francisco,
California 22222
December 2002 - April 2005 Phone:
999-999-9999

Reports:

You:
SALARY
Starting Salary:
42,000 (Annually)
Base:
38000
Bonus:
4000

Base: 40000
Bonus: 7000

Proposing more projects and delivering results on time, on budget

What were the least enjoyable aspects of the job? Not getting permission for bigger projects
TALENT QUESTIONS
This is an extremely important section because:
1. You will learn a great deal about what the person's leadership style is like. As managers describe the strengths and
weaker points of their best and worst subordinates, they unknowingly reveal what they really are like as a leader.
2. You will get valuable names for your Network. If a candidate joins you, be sure to ask him/her to stay in touch with
those A Players described in this section.
Ask about all management actions with direct reports, accounting for how the "inherited team" became the "at the end"
team. Ask how many people were recruited and selected, what approaches were used, how the people were trained
and developed, how each worked out in the job, and for those who did not work out well, what happened with them
(transferred to a job where successful, fired, or simply tolerated?). Determine the hiring batting average (how many good
hires/promotions vs. mis-hires/mis-promotions). Also look for indications of diversity, positive versus negative feedback
given, empowerment, fostering teamwork, and how people were/are held accountable. Most of all, look for success in
packing the team with high performers and redeploying chronic underperformers.
how, and how many As, Bs, and Cs did you end up with? (For most recent two jobs, get A, B, C ratings and
strengths/weak points of each subordinate.)
When you began this position:

a. How many subordinates do (did) you have direct 1, and total (including indirect)? 1
b. Of the direct reports you inherited, how many were in each of the following categories? (Explain
definitions of A, B, C.)
A player (or A potential)______ B player (without A potential) ______ C player (without A potential)______
Describe the most valuable direct reports you inherited.
Name
Title
A,B,C
Strengths
1.
2.
3.
Weak Points
Describe the least valuable direct reports you inherited.

Name
Title
A,B,C
Strengths
Weak Points
1.
2.
3.
Describe the most valuable direct reports you ended up with.
Name
Title
A,B,C
Strengths
Weak Points
1.
2.
3.
Describe the least valuable direct reports you ended up with.
Name
Title
A,B,C
Strengths
1.
2.
3.
Weak Points
SUPERVISOR
Supervisor's Name:
Paul Andrews
Title: Director, IT

points?
STRENGTHS
WEAKER POINTS
OTHER
What circumstances contributed to your leaving? (Always probe for initially unstated reasons.) Not Leaving the
Company
JOB #4
EMPLOYER & POSITION
Company:
Title:
Start/End Dates:
HRSS, Inc.
Type of Business:
Payroll and other

HR services
Manager, Human Resources
Address:
444 Main St.

San Francisco,
California 22222
May 2005 - Current (still employed) Phone:
999-999-9999

3
Reports:
Total Staff Reporting
to You:
SALARY
Starting Salary:
49,000 (Annually)
Base:
42000
Base: 45000
Bonus:
7000
Bonus: 10000

First management job; created small "A Team"; helped Topgrade the company.
What were the least enjoyable aspects of the job? Illness of owner limits growth.
TALENT QUESTIONS
This is an extremely important section because:
1. You will learn a great deal about what the person's leadership style is like. As managers describe the strengths and
weaker points of their best and worst subordinates, they unknowingly reveal what they really are like as a leader.
2. You will get valuable names for your Network. If a candidate joins you, be sure to ask him/her to stay in touch with
those A Players described in this section.
Ask about all management actions with direct reports, accounting for how the "inherited team" became the "at the end"
team. Ask how many people were recruited and selected, what approaches were used, how the people were trained
and developed, how each worked out in the job, and for those who did not work out well, what happened with them
(transferred to a job where successful, fired, or simply tolerated?). Determine the hiring batting average (how many good
hires/promotions vs. mis-hires/mis-promotions). Also look for indications of diversity, positive versus negative feedback
given, empowerment, fostering teamwork, and how people were/are held accountable. Most of all, look for success in
packing the team with high performers and redeploying chronic underperformers.
how, and how many As, Bs, and Cs did you end up with? (For most recent two jobs, get A, B, C ratings and
strengths/weak points of each subordinate.)
When you began this position:

a. How many subordinates do (did) you have direct 3, and total (including indirect)? 3
b. Of the direct reports you inherited, how many were in each of the following categories? (Explain
definitions of A, B, C.)
A player (or A potential)______ B player (without A potential) ______ C player (without A potential)______
Describe the most valuable direct reports you inherited.
Name
Title
A,B,C
Strengths
1.
2.
3.
Weak Points
Describe the least valuable direct reports you inherited.

Name
Title
A,B,C
Strengths
Weak Points
1.
2.
3.
Describe the most valuable direct reports you ended up with.
Name
Title
A,B,C
Strengths
Weak Points
1.
2.
3.
Describe the least valuable direct reports you ended up with.
Name
Title
A,B,C
Strengths
1.
2.
3.
Weak Points
SUPERVISOR
Supervisor's Name:
Jeff Wilson
Title: President & CEO

points?
STRENGTHS
WEAKER POINTS
OTHER
What circumstances contributed to your leaving? (Always probe for initially unstated reasons.) 100% Mine
PLANS AND GOALS FOR THE FUTURE

Please list membership in professional or job-relevant organizations. You may exclude groups that
indicate race, color, relition, national origin, disability, or other protected status: SHRM, ASTD, HR
Seminar, Topgrading Workshop
Please list publications, patents, inventions, professional licenses or additional special honors or
awards:
What are your career objectives? Join a bigger, faster-growth company; have a bigger HR role;
want to become SVP HR in a global 100 company one day.
Describe the perfect "next job" for you:
What are other job possibilities, and how do you feel about each one?
Describe your ideal position and what makes it ideal:
How does this opportunity square with your ideal position? What do you view as opportunities and
advantages as well as risks and disadvantages in joining us?
Advantages
Disadvantages
SELF-APPRAISAL
Please indicate what you think the average rating would be by all the managers you've had in
the past 5 years, on: (Possible Choices: Excellent, Very Good, Good, Fair, Poor, Impossible to
Provide)
Judgment / Decision Making:
Excellent
Team Player:
Excellent
Resourcefulness / Initiative:
Excellent
Likability:
Excellent
Drive / Energy:
Excellent
Leadership:
Excellent
We would like you to give us a thorough self-appraisal, beginning with what you consider to be your
strengths, assets, things you like about yourself, and things you do well.
Ask follow-up questions, and urge the person to continue. For example, you might say such things as "good," "keep
going," "oh," nod and ask questions such as: "What other strengths come to mind?" "What are some other things you
do well?" Obtain a list of strengths and then go back and ask the person to elaborate on what was meant by each
strength listed-"conscientious," "hard working," or whatever.
STRENGTHS
Candidate's response from Career History Form:Highly resourceful, Topgrades with HR
and with senior team, mastered HR best practices, team builder (HR), team player (with
peers), high energy, connect HR to business strategy, highly loyal, always deliver
results, able to use Technology (including social media) to boost HR results
Interview Responses:
OK, let's look at the other side of the ledger for a moment. What would you say are your
shortcomings, weak points, or areas for improvement?
Be generous in your use of the pregnant pause here. Urge the person to list more shortcomings by saying such things
as, "What else comes to mind?" "Keep going, you are doing fine," or just smile, nod your head and wait. When the
person has run out of shortcomings, you might ask questions such as: "What three things could you do that would
most improve your overall effectiveness in the future?"
Obtain as long a list of negatives as you can with minimal
interruptions on your part, and then go back and request clarification. (If you interrupt the individual for clarification on
one, there might be so much time spent on that one negative that the individual will be very hesitant to acknowledge
another one.)
WEAKER POINTS
Candidate's response from Career History Form:Push too hard at times -- President, peers,
my own team. Need to get more buy-in, earlier and let others come up with ideas. Have
not yet managed managers. Have not pushed my career along fast enough.
Interview Responses:
CAREER NEEDS
Are you willing to relocate? Yes
Amount of Overnight Travel Acceptable per Month? 5 nights
OTHER INFORMATION
Do you have the legal right to work for any employer in the country in which you currently reside?
Yes
Just prior to a job offer would you be willing to arrange personal reference calls with managers (and
others) you have worked with in the past?
Yes
LEADERSHIP/MANAGEMENT
How would you describe your leadership philosophy and style?
What would you suppose your subordinates feel are your strengths and shortcomings, from their
points of view? What have 360 degree feedback surveys shown?
STRENGTHS
WEAKER POINTS
In what ways might you want to modify your approach to dealing with subordinates?
SMART & ASSOCIATES, INC.

37202 North Black Velvet Lane
Wadsworth, IL 60083
Phone: 847-244-5544 Fax: 847-263-1585
www.SmartTopgrading.com
2012 Smart & Associates, Inc.

Interview Guide Topgrading

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Topgrading Interview Guide Chris Anderson

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SMART & ASSOCIATES, INC.

Topgrading Interview Guide Chris Anderson

Topgrading Snapshot - Chris Anderson

Topgrading Interview Guide Page 2 of 23

Topgrading Interview Guide Chris Anderson

Topgrading Interview Guide Page 3 of 23

Topgrading Interview Guide Chris Anderson

Lincoln High School - Springfield, IL

Band, Student Government, Spanish Club

Influences (positive and negative):

Topgrading Interview Guide Page 4 of 23

Topgrading Interview Guide Chris Anderson

Undergraduate College/University Attended:

3.70 (GPA Scale: 4.0 )

Total Credit Hours:

Extracurricular activities, honors and

Soccer MVP, Senior year, Dean's List all 4 years

What undergraduate subjects did you like

What undergraduate subjects did you like

Calculus (questionable practical use)

How was your education financed?

Parents, part-time and summer work

Topgrading Interview Guide Page 5 of 23

Topgrading Interview Guide Chris Anderson

Topgrading Interview Guide Page 6 of 23

Topgrading Interview Guide Chris Anderson

Topgrading Interview Guide Page 7 of 23

Topgrading Interview Guide Chris Anderson

JOB #1 (usually 1st full-time job following college)

Modern Media Masters,

800 Sheridan Rd.

August 1992 - June 1997

Staff: Number of Direct

Total Staff Reporting to

Ending Salary: 25,000 (Annually)

Was your employment at this company full-time or part-time? Full Time

RESPONSIBILITIES & PERFORMANCE

Topgrading Interview Guide Page 8 of 23

Topgrading Interview Guide Chris Anderson

Title: Director, Marketing

Where is that person now?

What were your supervisor's strengths?

What were your supervisor's shortcomings?

Topgrading Interview Guide Page 9 of 23

Topgrading Interview Guide Chris Anderson

Payroll and other HR

444 Main St.

June 1997 - December 2002 Phone:

Staff: Number of Direct

Total Staff Reporting to

Ending Salary: 34,800 (Annually)

Was your employment at this company full-time or part-time? Full Time

RESPONSIBILITIES & PERFORMANCE

Topgrading Interview Guide Chris Anderson

Transition to HR; measurable goals (and exceeded them)

Where is that person now?

What were your supervisor's strengths?

What were your supervisor's shortcomings?

How would that supervisor rate your overall performance? Excellent

Topgrading Interview Guide Page 11 of 23

Topgrading Interview Guide Chris Anderson

Payroll and other HR