The key to building a superior company, an increasing number of observers now agree, is the ongoing ability to recruit and retain superior personnel. In Topgrading, industrial psychologist and global consultant Bradford Smart expands upon this idea by examining in great detail exactly how today's premier organizations have assembled such top-level employees, and then showing precisely how others can do it, too.

---

Product Description

Great companies don’t just depend on strategies—they depend on people. The more great people on your team, the more successful your organization will be. But that’s easier said than done. Statistically, half of all employment decisions result in a mishire: The wrong person winds up in the wrong job. But companies that have followed Bradford Smart’s advice in Topgrading have boosted their successful hiring rate to 90 percent or better, giving them an unbeatable competitive advantage.

Now Smart has fully revised his 1999 management classic to reintroduce the topgrading concept, which works for companies large and small in any industry. The author spells out his practical approach to finding and managing A-level talent—as well as coaching B players to turn them into A players. He provides intriguing case studies drawn from more than four thousand in-depth interviews.

As Smart writes in his introduction, “All organizations, all businesses live or die mostly on their talent, and any manager who fails to topgrade is nuts, or a C player. . . . Those who, way deep down, would sooner see an organization die than nudge an incompetent person out of a job should not read this book... Topgrading is for A players and all those aspiring to be A players.”

---

Product Details

• Amazon Sales Rank: #6842 in Books
• Published on: 2005-04-07
• Original language: English
• Number of items: 1
• Binding: Hardcover
• 592 pages

Amazon.com
The key to building a superior company, an increasing number of observers now agree, is the ongoing ability to recruit and retain superior personnel. In Topgrading, industrial psychologist and global consultant Bradford Smart expands upon this idea by examining in great detail exactly how today's premier organizations have assembled such top-level employees, and then showing precisely how others can do it, too. "Simply put, topgrading is the practice of packing the team with A players and clearing out the C players," Smart writes. "'A players' is defined as the top 10 percent of talent available at all salary levels--best of class. With this radical definition, you are not a topgrader until your team consists of all A players. Period." Essentially a best-practices manual for developing this outstanding personnel pool, the book is based on more than 4,000 interviews and case studies conducted by Smart at major corporations like General Electric as well as fast-growing high-tech companies and small family-owned firms. He further bolsters its effectiveness by including his extensive "Chronological In-Depth Structured Interview Guide," along with other assessment tools and hands-on strategies for assembling an ideal work team. --Howard Rothman

Larry Bossidy, coauthor of Execution
Topgrading is the definitive manual for becoming an A player and for recognizing those traits in others.

Review
Topgrading is the definitive manual for becoming an A player and for recognizing those traits in others. (Larry Bossidy, coauthor of Execution)

---

Customer Reviews

Big letdown
This is little more than a promotional flyer which you can download free from their website. It's a ripoff, don't bother. The ideas may be good but you can't evaluate it from the blurbs in this advertisement posing as a book.

Wealth of Information
There is a wealth of information in Topgrading. Most business owners do not understand the importance of having the right people in the right spots. As the statistics show, about 75% of the people hired for a job are mis-hires. That is to say they are not the best available for the job and the salary range in the location of the job. In short, they are not "A" employees.

There are many business that have a protective culture. Once an employee, they are entitled to keep their job. As Dr. Smart points out, your company cannot afford to continue to mis-hire and/or keep the "B & C" employees on the payroll. Business is simply too competitive.

The book is well written and covers the subject in depth. The book is long and it can be slow reading. However, as Brad points out, you do not need to read all the details. It is designed so that you can read the bullet points and delve deeper in those sections that are of particular interest to you.

The book is primarily written for those hiring managers in larger companies. The most value to be gained will be from those companies that fit that category. However it is well documented that the cost of mis-hires and the percentage of mis-hires is too high for any employer to ignore the information in this book.

There is a wealth of information in the appendix. Most people will say that hiring this way takes too much time and cost too much. To that anyone who understands the process would ask, how much time and money does it cost to make a hiring mistake and how much to do it over.

In today's competitive environment, business owners do not have the luxury to allow "B & C" employees to run the ship. If you truly want to run a top notch company, you will only achieve that with "A" employees.

Everyone knows that the quality and growth of your business will depend on the quality of your employees. This is a wonderful manual for getting 90% "A" players on your team.

A must read for anyone responsible for hiring in their company - no matter the size of the company.

Top Grading's Low Grade
I saw the book listed on Wall St Career Journal, supposedly what NYC HR people use... Unfortunately the book had very little to no information beyond the age old surround yourself with the best people.. and a few quotes. The book "High-Performs: Recruiting and Retaining Top Employees" by Alan Dubinsky and Steve Skinner had much more actionable information.