Item specifics
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Condition
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GoodA book that has been read but is in good condition. Very minimal damage to the cover including scuff marks, but no holes or tears. The dust jacket for hard covers may not be included. Binding has minimal wear. The majority of pages are undamaged with minimal creasing or tearing, minimal pencil underlining of text, no highlighting of text, no writing in margins. No missing pages. See the seller’s listing for full details and description of any imperfections. See all condition definitionsopens in a new window or tab
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Seller Notes
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Binding
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Hardcover
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Weight
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1 lbs
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Product Group
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Book
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IsTextBook
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No
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ISBN
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9781591845263
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Book Title
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Topgrading, 3rd Edition : The Proven Hiring and Promoting Method That Turbocharges Company Performance
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Publisher
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Penguin Publishing Group
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Item Length
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9.3 in
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Edition
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3
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Publication Year
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2012
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Format
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Hardcover
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Language
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English
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Illustrator
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Yes
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Item Height
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1.2 in
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Genre
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Business & Economics
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Topic
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Human Resources & Personnel Management, Leadership, Mentoring & Coaching, Industrial Management, Management, Workplace Culture
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Item Weight
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20.7 Oz
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Item Width
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6.4 in
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Number of Pages
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352 Pages
Topgrading: The Proven Hiring and Promoting Method That Turbocharges Company…
About this product
Product Identifiers
Publisher
Penguin Publishing Group
ISBN-10
1591845262
ISBN-13
9781591845263
eBay Product ID (ePID)
111001817
Product Key Features
Edition
3
Book Title
Topgrading, 3rd Edition : The Proven Hiring and Promoting Method That Turbocharges Company Performance
Number of Pages
352 Pages
Language
English
Publication Year
2012
Topic
Human Resources & Personnel Management, Leadership, Mentoring & Coaching, Industrial Management, Management, Workplace Culture
Illustrator
Yes
Genre
Business & Economics
Format
Hardcover
Dimensions
Item Height
1.2 in
Item Weight
20.7 Oz
Item Length
9.3 in
Item Width
6.4 in
Additional Product Features
Intended Audience
Trade
LCCN
2012-006927
Reviews
“Stated simply, the best talent wins and Topgrading helps identify and hire the best talent. This is true for internal promotions and external hires.” –KEN CAMP, CEO, Hillenbrand “The Topgrading interview process is one of the best tools in our arsenal for getting an in-depth understanding of high-potential managers. It probably improved our success promoting high-potential managers from maybe 50% to over 80%.” –BILL CONATY, former Senior Vice President of Human Resources, General Electric “The most valuable management skill a person can have is the ability to produce high-talent teams. Nothing else even comes close. That’s why Brad Smart’s Topgrading approach should be a top priority process in your organization.” –PRICE PRITCHETT, Ph.D., Chairman and CEO, PRITCHETT LP “Topgrading is the best practice I know of for hiring and promoting people who turn out to be A Players. In a not-for-profit, that can translate into raising more money to educate the public, and that can save lives . . . Having the best talent at every salary level is crucial.” –CASS WHEELER, former CEO, American Heart Association “Turnover came down, and sales and profits skyrocketed. With 98% hiring success due to Topgrading, the business took off.” –JACK HARRINGTON, then CEO, Virtual Technology, now CEO, Thales Raytheon Systems “When I look back at the dramatic success of our company, I can clearly point to the implementation of Topgrading as the pivotal moment that made our success possible. I implore every business owner to make Topgrading mandatory. A Topgraded team is the ultimate secret weapon to crush the competition.” –RICHARD ROSSI, Co-Founder, EnvisionEMI “We’ve Topgraded the entire company and our sales and profits have soared.” –ORRIN KLOPPER, CEO, Netsurit, “Stated simply, the best talent wins and Topgrading helps identify and hire the best talent. This is true for internal promotions and external hires.” -KEN CAMP, CEO, Hillenbrand “The Topgrading interview process is one of the best tools in our arsenal for getting an in-depth understanding of high-potential managers. It probably improved our success promoting high-potential managers from maybe 50% to over 80%.” -BILL CONATY, former Senior Vice President of Human Resources, General Electric “The most valuable management skill a person can have is the ability to produce high-talent teams. Nothing else even comes close. That’s why Brad Smart’s Topgrading approach should be a top priority process in your organization.” -PRICE PRITCHETT, Ph.D., Chairman and CEO, PRITCHETT LP “Topgrading is the best practice I know of for hiring and promoting people who turn out to be A Players. In a not-for-profit, that can translate into raising more money to educate the public, and that can save lives . . . Having the best talent at every salary level is crucial.” -CASS WHEELER, former CEO, American Heart Association “Turnover came down, and sales and profits skyrocketed. With 98% hiring success due to Topgrading, the business took off.” -JACK HARRINGTON, then CEO, Virtual Technology, now CEO, Thales Raytheon Systems “When I look back at the dramatic success of our company, I can clearly point to the implementation of Topgrading as the pivotal moment that made our success possible. I implore every business owner to make Topgrading mandatory. A Topgraded team is the ultimate secret weapon to crush the competition.” -RICHARD ROSSI, Co-Founder, EnvisionEMI “We’ve Topgraded the entire company and our sales and profits have soared.” -ORRIN KLOPPER, CEO, Netsurit, “Stated simply, the best talent wins and Topgrading helps identify and hire the best talent. This is true for internal promotions and external hires.” –KEN CAMP, CEO, Hillenbrand “The Topgrading interview process is one of the best tools in our arsenal for getting an in-depth understanding of high-potential managers. It probably improved our success promoting high-potential managers from maybe 50% to over 80%.” –BILL CONATY, former Senior Vice President of Human Resources, General Electric “The most valuable management skill a person can have is the ability to produce high-talent teams. Nothing else even comes close. That’s why Brad Smart’s Topgrading approach should be a top priority process in your organization.” –PRICE PRITCHETT, Ph.D., Chairman and CEO, PRITCHETT LP “Topgrading is the best practice I know of for hiring and promoting people who turn out to be A Players. In a not-for-profit, that can translate into raising more money to educate the public, and that can save lives . . . Having the best talent at every salary level is crucial.” –CASS WHEELER, former CEO, American Heart Association “Turnover came down, and sales and profits skyrocketed. With 98% hiring success due to Topgrading, the business took off.” –JACK HARRINGTON, then CEO, Virtual Technology, now CEO, Thales Raytheon Systems “When I look back at the dramatic success of our company, I can clearly point to the implementation of Topgrading as the pivotal moment that made our success possible. I implore every business owner to make Topgrading mandatory. A Topgraded team is the ultimate secret weapon to crush the competition.” –RICHARD ROSSI, Co-Founder, EnvisionEMI “We’ve Topgraded the entire company and our sales and profits have soared.” –ORRIN KLOPPER, CEO, Netsurit, “Stated simply, the best talent wins and Topgrading helps identify and hire the best talent. This is true for internal promotions and external hires.” –KEN CAMP, CEO, Hillenbrand “The Topgrading interview process is one of the best tools in our arsenal for getting an in-depth understanding of high-potential managers. It probably improved our success promoting high-potential managers from maybe 50% to over 80%.” –BILL CONATY, former Senior Vice President of Human Resources, General Electric “The most valuable management skill a person can have is the ability to produce high-talent teams. Nothing else even comes close. That’s why Brad Smart’s Topgrading approach should be a top priority process in your organization.” –PRICE PRITCHETT, Ph.D., Chairman and CEO, PRITCHETT LP “Topgrading is the best practice I know of for hiring and promoting people who turn out to be A Players. In a not-for-profit, that can translate into raising more money to educate the public, and that can save lives . . . Having the best talent at every salary level is crucial.” –CASS WHEELER, former CEO, American Heart Association “Turnover came down, and sales and profits skyrocketed. With 98% hiring success due to Topgrading, the business took off.” –JACK HARRINGTON, then CEO, Virtual Technology, now CEO, Thales Raytheon Systems “When I look back at the dramatic success of our company, I can clearly point to the implementation of Topgrading as the pivotal moment that made our success possible. I implore every business owner to make Topgrading mandatory. A Topgraded team is the ultimate secret weapon to crush the competition.” –RICHARD ROSSI, Co-Founder, EnvisionEMI “We’ve Topgraded the entire company and our sales and profits have soared.” –ORRIN KLOPPER, CEO, Netsurit
Grade From
Twelfth Grade
Synopsis
BRAD HELPED US DEVELOP THE TOOLS TO PICK A-PLAYER LEADERS AT GE. -JACK WELCH Great companies, large and small, rise or fall because of their talent; the more high performers on your team, the more successful your organization will be. Of course, that’s easier said than done. Research shows that only about 25% of all new hires turn out to be high performers. But companies that have used Brad Smart’s Topgrading system over the past two decades have boosted their hiring success rates dramatically-sometimes even to 90%. Three huge problems account for the typical poor results in hiring: dishonesty (via deceptive resumes), incomplete information (via shallow interviews), and lack of verifiability (via biased references). Topgrading shows how to solve all three problems. Instead of hirèing by your gut reactions to resumes and interviews, you can start using a scientifically honed process that compels candidates to be totally honest. Smart, one of the world’s foremost experts on hiring, has personally helped hundreds of compaènies double, triple, or even quadruple their hiring success rates. His clients have ranged from global giants such as General Electric and Honeywell to midsize and small businesses in every field imaginèable, and to not-for-profits such as the American Heart Association. And hundreds of thousands of readers have applied the lessons and tools of the first two editions of Topgrading. The Topgrading system makes hiring easier, faster, and more successful than any other process. And it works at every level, from the front lines to senior management. For the first time in seven years, Smart has fully revised and updated Topgrading with many new tools, techniques, and case studies. This edition now features 40 companies of all sizes, across a wide range of industries and home countries. It’s the most advanced and useful version of Topgrading ever. The third edition includes: -Simplified Topgrading methods for entry-level jobs. -The new Topgrading Snapshot, which screens out weak candidates in just 15 seconds. -The latest version of the acclaimed Topgrading Interview script. -Case studies from 35 companies not featured in any previous edition. -Many additional innovations created by Topgraders.Topgrading isn’t just about hiring and promotèing-it’s also about developing talent. It enables leaders to reward their A Players, coach their Bs to become As, and weed out the Cs who are beyond improvement.Many great leaders know that Topgrading works. Find out how it can help your company gain a big competitive advantage., “BRAD HELPED US DEVELOP THE TOOLS TO PICK A-PLAYER LEADERS AT GE.” –JACK WELCH Great companies, large and small, rise or fall because of their talent; the more high performers on your team, the more successful your organization will be. Of course, that’s easier said than done. Research shows that only about 25% of all new hires turn out to be high performers. But companies that have used Brad Smart’s Topgrading system over the past two decades have boosted their hiring success rates dramatically–sometimes even to 90%. Three huge problems account for the typical poor results in hiring: dishonesty (via deceptive r sum s), incomplete information (via shallow interviews), and lack of verifiability (via biased references). Topgrading shows how to solve all three problems. Instead of hir-ing by your gut reactions to r sum s and interviews, you can start using a scientifically honed process that compels candidates to be totally honest. Smart, one of the world’s foremost experts on hiring, has personally helped hundreds of compa-nies double, triple, or even quadruple their hiring success rates. His clients have ranged from global giants such as General Electric and Honeywell to midsize and small businesses in every field imagin-able, and to not-for-profits such as the American Heart Association. And hundreds of thousands of readers have applied the lessons and tools of the first two editions of Topgrading . The Topgrading system makes hiring easier, faster, and more successful than any other process. And it works at every level, from the front lines to senior management. For the first time in seven years, Smart has fully revised and updated Topgrading with many new tools, techniques, and case studies. This edition now features 40 companies of all sizes, across a wide range of industries and home countries. It’s the most advanced and useful version of Topgrading ever. The third edition includes: Simplified Topgrading methods for entry-level jobs. The new Topgrading Snapshot, which screens out weak candidates in just 15 seconds. The latest version of the acclaimed Topgrading Interview script. Case studies from 35 companies not featured in any previous edition. Many additional innovations created by Topgraders. Topgrading isn’t just about hiring and promot-ing–it’s also about developing talent. It enables leaders to reward their A Players, coach their Bs to become As, and weed out the Cs who are beyond improvement. Many great leaders know that Topgrading works. Find out how it can help your company gain a big competitive advantage., “BRAD HELPED US DEVELOP THE TOOLS TO PICK A-PLAYER LEADERS AT GE.” –JACK WELCH Great companies, large and small, rise or fall because of their talent; the more high performers on your team, the more successful your organization will be. Of course, that’s easier said than done. Research shows that only about 25% of all new hires turn out to be high performers. But companies that have used Brad Smart’s Topgrading system over the past two decades have boosted their hiring success rates dramatically–sometimes even to 90%. Three huge problems account for the typical poor results in hiring: dishonesty (via deceptive r sum s), incomplete information (via shallow interviews), and lack of verifiability (via biased references). Topgrading shows how to solve all three problems. Instead of hiring by your gut reactions to r sum s and interviews, you can start using a scientifically honed process that compels candidates to be totally honest. Smart, one of the world’s foremost experts on hiring, has personally helped hundreds of companies double, triple, or even quadruple their hiring success rates. His clients have ranged from global giants such as General Electric and Honeywell to midsize and small businesses in every field imaginable, and to not-for-profits such as the American Heart Association. And hundreds of thousands of readers have applied the lessons and tools of the first two editions of Topgrading . The Topgrading system makes hiring easier, faster, and more successful than any other process. And it works at every level, from the front lines to senior management. For the first time in seven years, Smart has fully revised and updated Topgrading with many new tools, techniques, and case studies. This edition now features 40 companies of all sizes, across a wide range of industries and home countries. It’s the most advanced and useful version of Topgrading ever. The third edition includes: Simplified Topgrading methods for entry-level jobs. The new Topgrading Snapshot, which screens out weak candidates in just 15 seconds. The latest version of the acclaimed Topgrading Interview script. Case studies from 35 companies not featured in any previous edition. Many additional innovations created by Topgraders. Topgrading isn’t just about hiring and promoting–it’s also about developing talent. It enables leaders to reward their A Players, coach their Bs to become As, and weed out the Cs who are beyond improvement. Many great leaders know that Topgrading works. Find out how it can help your company gain a big competitive advantage.
LC Classification Number
HD31.S5776 2012
Price : 6.54
Ends on : N/A
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