How to Find ‘A’ Players: An Intro to ‘Topgrading’ for Public Safety Leaders
It is essential that MCP’s subject-matter experts (SMEs) provide exemplary service, expertise and advice to our public safety clients, because when lives are on the line and seconds count, their mission truly matters. A key element in assuring that we serve our clients at the highest levels is to hire “A” players, i.e., the top 10 percent of talent in the public safety sector. While such a determination might seem subjective, it really isn’t. In fact, we use an objective approach known as “topgrading” to accomplish this goal. It is an approach that every public safety answering point (PSAP) manager can leverage to attract the most knowledgeable and passionate talent available.
Topgrading Basics
Topgrading is a methodology that was developed by Dr. Brad Smart, who widely is considered the world’s top hiring expert. We describe topgrading as a structural approach to interviewing candidates, and we use it to fill every position. Here's a quick overview of how the topgrading process works for us.
Tip 1: Don't underestimate the importance of a pre-screen.
We start with a pre-screen interview to initially identify candidates who possess “A player” characteristics and eliminate those who do not. Candidates generally will meet with us by phone or in a live environment. The pre-screen interview generally will run up to 90 minutes. During the interview we ask each candidate to state their career goals, identify their best professional attributes, and acknowledge their weaknesses. We discuss the individual’s work history, the core values at MCP—persistence, integrity, trust, accountability and prudence—and team-oriented characteristics the individual can bring to our company.
Topics: Life at MCP, Operations, Staffing


