Rating: 
Summary: Topgrading Works!
Review: Dr. Smart has provided the definitive guide on how to acquire and retain elite talent. His approach is not only logical and well researched, but also highly practical. Dr. Smart does not simply develop a thesis and encourage the reader to figure out how to make it work for his or her company. Instead, this book provides all of the tools necessary for successful implementation of the "Topgrading" strategies. CEO's should require their vice president of human resources and all senior managers to read Topgrading, and then read it again and again and again....
Rating:
Summary: TopGrading for success1
Review: Dr. Smart has written the definitive book on hiring, assesing, coaching and developing talent. Many managers today lack the critical skill of hiring and developing worldclass talent. I highly recommend this book and follow up training by Smart & Associates.
Rating: 
Summary: Ruthless and scary
Review: Great for tips and forms that help you interview more effectively, if you can find candidates who don't mind spending a few hours in a single interview. I found the author's tone harsh and condescending. If you want permission to be a ruthless manager, you'll love this book. If you are a "kinder gentler" boss that cheers on employees and encourages greatness rather than a staunch disciplinarian you may find this book less than useful overall.
Rating:
Summary: Its Elegance is in its Simplicity
Review: I don't think Dr. Smart has written a book whose attraction lies in it being so cutting edge, ahead of the curve, prototypical, etc., that the reader will be awestruck by its profundity. It's not one of those "concepts-of-the-month" processes. Instead, the author has espoused some reasonably simple truths about what happens when you hire top performing people and conversely when you don't. You either wind up with a pre-eminent company blowing the doors off all goals and objectives---or you're an also ran.
What it pertinent is that he does this with a very persuasive communication style that makes the compelling case that while we may recite in rote fashion the "need" to hire, develop and retain "A" players, we apparently don't have the will or the system to do so. By his peeling back the bandage we are forced to come to grips with this condition. He does so with a non apologetic, unflinching manner. The good news is he then provides us with a formula and a real system to correct the problem. That is the genuine value of the book. While agreeing to be our mentor and guide through this morrass we call the hiring dilemna, he places the solution firmly in our hands to move forward with it if we're willing to commit to that course. My company did just that. We fully embraced Dr. Smart and his process, and can therefore attest to the fact that it will work if you "work it", (albeit not without a few missteps on our part). We are a testamonial to the success and the power of this program and I urge you to read the book and consider its applicability for your corporate situation.
Good Luck!
Rating: 
Summary: Very interested, until...
Review: I have been a professional recruiter for over 21 years. Topgrading is the best book that I have read on the topic of selecting impact performers. This book is a valuable read for both hiring managers and candidates. The appendix is worth the price of the book by itself. I have recommended this book to my clients on my recruiting contracts because many have never been taught how to conduct a structured interview. Consequently, they tend to ask one set of questions to one candidate and another set of questions to another candidate for the same job. How will they be able to compare the two candidates? Brad Smart gives them a nice track to run on. My only major difficulty with the book is the amount of time between the initial interview and the final interview a month later. In my experience as a professional recruiter, that is too long between interviews. In recruitment, time is your enemy. There are too many companies who are searching for A Players. You could lose an A Player easily within a month to another, more efficient company. As our economy moves from the Baby Boomers as the primary workforce to the Gen X'ers, we are about to experience a shortage of workers. If you wait too long to extend an offer, the Recruiterguy will get them! On the other hand, Brad's reference checking information is so valuable that I have been teaching my clients to use it. I agree with him that it is important for the hiring manager to conduct the reference checks. It's simple psychology. If I call the manager of a candidate and identify myself as a recruiter, the former manager will give me some information about the candidate. However, their perception is that I am not their peer (unless they know me from a previous relationship). However, if the hiring manager calls the former manager, they are peers and the information given and received will be much more valuable. The 50 manager competencies listed in the appendix are great tools for developing a structured interview and Job Description. They are also valuable for candidates who need to prepare for interviews by giving examples of their competencies. Is Topgrading perfect for every interviewing situation? There probably isn't a perfect book. However, this one is easy to read. Take the valuable information that he offers on the interviewing process, the reference checks, and coaching (and protecting) A Players and you will be way ahead of most hiring managers. If you are a candidate searching for your next job, Topgrading is a must read for you. He asks some tough questions. Some people may be offended. However, I agree with his points. Use the sample competencies in the appendix to strengthen your interviewing skills. Pick up the book. You will benefit from reading it.
Rating:
Summary: The Best Book on this Topic in 21 Years
Review: I have been a professional recruiter for over 21 years. Topgrading is the best book that I have read on the topic of selecting impact performers. This book is a valuable read for both hiring managers and candidates. The appendix is worth the price of the book by itself. I have recommended this book to my clients on my recruiting contracts because many have never been taught how to conduct a structured interview. Consequently, they tend to ask one set of questions to one candidate and another set of questions to another candidate for the same job. How will they be able to compare the two candidates? Brad Smart gives them a nice track to run on. My only major difficulty with the book is the amount of time between the initial interview and the final interview a month later. In my experience as a professional recruiter, that is too long between interviews. In recruitment, time is your enemy. There are too many companies who are searching for A Players. You could lose an A Player easily within a month to another, more efficient company. As our economy moves from the Baby Boomers as the primary workforce to the Gen X'ers, we are about to experience a shortage of workers. If you wait too long to extend an offer, the Recruiterguy will get them! On the other hand, Brad's reference checking information is so valuable that I have been teaching my clients to use it. I agree with him that it is important for the hiring manager to conduct the reference checks. It's simple psychology. If I call the manager of a candidate and identify myself as a recruiter, the former manager will give me some information about the candidate. However, their perception is that I am not their peer (unless they know me from a previous relationship). However, if the hiring manager calls the former manager, they are peers and the information given and received will be much more valuable. The 50 manager competencies listed in the appendix are great tools for developing a structured interview and Job Description. They are also valuable for candidates who need to prepare for interviews by giving examples of their competencies. Is Topgrading perfect for every interviewing situation? There probably isn't a perfect book. However, this one is easy to read. Take the valuable information that he offers on the interviewing process, the reference checks, and coaching (and protecting) A Players and you will be way ahead of most hiring managers. If you are a candidate searching for your next job, Topgrading is a must read for you. He asks some tough questions. Some people may be offended. However, I agree with his points. Use the sample competencies in the appendix to strengthen your interviewing skills. Pick up the book. You will benefit from reading it.
Rating:
Summary: Topgrading is a fantastic book!
Review: I have ordered copies for our corporate office and all our subsidiaries. Smart spells out a proven strategy for hiring A players and building dream teams. He shows not only how any company can gain a talent advantage but also how any manager who topgrades gains a career advantage.
Rating: 
Summary: Brad Smart knows what he is talking about BUT!!!!!!
Review: I have read this book and conclude that most of the information is accurate in my experience. I think that Brad could TOPGRADE his style, however. The chest puffing gets tiring, his arrogance makes me gag and in general detracts from the potency of the book. This method is "no silver bullet" it works and can be difficult to implement. I also didn't care to read about Brad's property investment property and how he has Topgraded his help. .....Please lighten up Brad. Woody Daroca Denver, Co.
Rating:
Summary: Highly readable, thoughtful, and practical!
Review: Now that Smart has coined a new term for it -- topgrading -- it will become regarded as an essential leadership skill. Smart shows how to accurately evaluate talent, how to coach and get results, and how to remove C players who can't grow. Terrific career advice is a bonus.
Rating:
Summary: Interesting approach
Review: Smart comes off like a pretty hard nosed SOB in the first half of this book. He doesn't seem to talk much about how to correct problems other than firing people. The second half has a great couple of chapters on coaching for excellence which were inspiring to me. I'd like a full book just on this topic from Smart, his matter-of-fact approach is refreshing.
Buy this book if you are an up and coming manager in search of ways to really make yourself an even stronger contributor (by having only the best work for you).
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