‘Interviewer Training’ Videos
January 10th, 2009
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The Process of Achievement: “Revealing The Truth” - LIVE HR Conference on 5/6/11 …...… The Incredible Expanding Attitude! Video with outtakes) Did you know…when a popcorn kernel reaches 347 degrees Fahrenheit, this little kernel can pop 3 feet into the air. It certainly is a “High Performer”! It’s a fascinating process. Apply heat and look what an amazing thing happens. It becomes more magnificent that it was originally. Imagine for a moment…having employees like this. Let’s say you have a small business and you can only afford to have a few employees on your payroll…but the employees you have can achieve a huge amount of results. Understand, results aren’t just determine by what a person does when thing are going well. It’s what they do when things aren’t going so great that determines an outcome as well. “HEAT”…a metaphor for obstacles and difficult situations…can actually be the catalyst that brings about monumental success and positive change. Challenging situations can either bring out the best in a person…or the worst. You may have noticed, when the going gets tough, not everyone responds in a way that moves them forward. When things “heat up”…some people act like popcorn, expand and rise to the occasion while others act more like…!
Watch video #12 to learn more about hiring the “attitude” that is conducive to achieving great results! …
Hire The Attitude!
CAROL QUINN’S Interviewer Training video #14 - “Attitude” is a person’s perspective or outlook. It plays a powerful role in achievement because it is what governs each person’s actions. A person’s attitude can either help them get to their goal or it can hinder them — depending on their attitude. All High Performers share in common an attitude that is more effective for overcoming obstacles. They deem fewer goals impossible to achieve because they have a predominant “I can” attitude. They know they can figure out a way to conquer the challenges that will pop up along the way. The problem that exists with HIRING THE ATTITUDE lies with employers and their interviewers. Many interviewers are allowed to conduct interviews and make hiring decisions despite being inadequately trained. And if you’re using behavior-based interviewing you won’t be able to accurately assess an applicant’s attitude either. If you aren’t familiar with Motivation-Based Interviewing, or “MBI” for short, you should be. It’s the only interviewing methodology that has a built-in attitude assessment piece. It uses specifically formatted skill-assessment questions to gather a second piece of information. Formatted consistently, these questions will expose an applicant’s predominant response to on-the-job obstacles and adversity, without taking any extra interviewing time. Motivation-Based Interviewing is fast replacing its predecessor behavior-based interviewing. That’s because it’s better! It was specifically designed for hiring the High Performers. Whether you learn MBI by book, e-book, instructor-led workshop or web course, it’s time to start hiring the attitude that is more effective for achieving GREAT results. …
What is Motivation-Based Interviewing? CAROL QUINN’S Interviewer Training video #13: Motivation-based interviewing, or “MBI” for short, is an interviewing methodology specifically designed for hiring High Performers. It takes about one hour and can be used for filling any job opening. It’s been around for about 10 years and is fast replacing behavior-based interviewing because it’s more effective. First of all, let me define a “High Performer”. They are ordinary employees who are able to achieve extraordinary results. For interviewers to accurately single out the High Performers from other applicants, they must know why these people are willing to go above and beyond while others aren’t. And the answer isn’t their skill. “Skill” simply means a person can do the job. It does NOT necessarily mean they will do it better than anyone else. Watch this video to learn more… .. ...… 5 Reasons Why Behavior-Based Interviewing DOESN’T Work! STOP using behavior-based interviewing - it doesn’t work! Let me rephrase that…IT DOESN’T WORK WELL ENOUGH FOR HIRING HIGH PERFORMERS! It produces inconsistent and mixed hiring results. To explain, first let me give you a crash course on the evolution of interviewing and hiring. Watch this video (#11) to learn more. .. Judging an Applicant’s “Words” (with example) Ask every job candidate if he or she is highly motivated and 100% will say “yes”. So how do you know which “yes” to believe? Watch this video to learn a good rule to follow when interviewing, plus see an example of an effective interview question. (Video #10) .. Post-Recession Hiring Trends #2: QUALITY OF HIRE Companies have been tracking hiring statistics for a long time. Typically they track cost-of-hire and time-to-fill which suggests they are most interested in fast, cheap hires. This is changing. What’s becoming most important, post-recession, is the quality of hire. Creating a maximum performance organization is no longer thought to be the sole result of effective management. The notion that “how you manage” is of more significance than “who you hire” is being debunked. How we go about selecting the best is being re-evaluated. Hired based on skill alone is no longer seen as a reliable predictor of a quality hire…because it isn’t. It produces mixed results - from high performers to poor performers. As we emerge from this global recession, this wide variance in quality of hire is no longer acceptable. .. Stop Asking BAD Interview Questions You are going to base your hiring decision on the applicant information you gather. You get the information that you ask for. If the information you gather is not a reliable predictor of future performance, it will adversely effect your hiring results. Unknowingly, this is how a lot of unnecessary hiring mistakes happen. This video provides an example of a popular behavior-based interview question used for assessing customer service that causes interviewers to mistakenly think their applicant is better than they really are. Learn from the expert, Carol Quinn, how to fix this question and hire more High Performers. .. Starting Your Interview Off Right (with outtakes) It is so important that you get your interview started off right. It sets the stage and tone for gathering information from your applicant. You may have heard me say this before…information gathering is critical to your hiring success because it’s with the information you gather you are going to make your hiring decisions with. It’s imperative you do this exceptionally well. Watch this video (#8) for pointers from the expert. Make sure you watch it until the very end to see her bloopers! .. The 3 Components ALL High Performers Share There is a belief out there that if you hire the job applicant with the best skill, you’ll get a High Performer. This belief is so prevalent it causes interviewers to spend almost all of their interviewing time assessing a candidate’s level of skill. SURE…skill is important…unless of course you can train your new hire. However, SKILL doesn’t guarantee a top performer. It’s not the WHOLE picture! Hiring based on skill-level alone can reap a High Performer, an average job performer and even worse - poor performers, and when you think about it…most companies have some of each. Now you know why. Motivation-Based Interviewing, or “MBI”, is more effective than behavior based interviewing because it incorporates all 3 of the components that High Performers share into the interview process. Watch this video to learn what they are. .. The ‘Hire ONLY High Performers’ Hiring Standard
When it comes to hiring new employees, do you or your company, have a minimum hiring standard? I’m not talking about a “minimum criteria” such as a college degree, a specific number of years of experience, or core competencies. I mean a hiring standard like - Hire ONLY High Performers! If not…why not? Perhaps it’s because you or your company’s interviewers don’t really know how to accurately identify the High Performers, or this standard just goes without saying. That’s the case in many companies. In the past, hiring has been one of those job tasks anyone has been allowed to do without having prior training — AS IF IT HAD NO NEGATIVE RAMIFICATIONS if you get it wrong, or maybe no one ever does get it wrong. Or the thinking is, you can just transform them into High Performers after the hire, if you do get it wrong. Jim Colline, best-selling author of several books including the one titled “Good to Great” states, “You have to get the right people on the bus and in the right seat, and get the wrong one’s off”. He’s absolutely right but he doesn’t share the details on how to do this. That’s where motivation-based interviewing comes in — it’s all about hiring the right people, the one’s that will achieve the greatest results…the High Performers. Watch video #7 in the ‘Interviewer Training’ series to learn more.
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DO THIS…AND “YOU” Will Be a Better Interviewer!
Employers need to wake-up and make employee selection their #1 priority. What does this mean? No matter what business a company is in, they need to be the very best at hiring GREAT employees! Carol talks about the environment in which interviewers must gather applicant information. Often times, the interviewer is at a disadvantage because they aren’t quite sure what information they should be gathering or the best way to get it. In this video (#5), she provides several pointers designed to give the interviewer the advantage when it comes to hiring High Performers.
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What High Performers WON’T Do!
One of the best ways to accurately distinguish the true High Performers from job applicants merely good at interviewing is…to add an obstacle into your skill assessment questions. Determining an applicant’s predominant response to adversity, to see if it is effective or ineffective for accomplishing goals, is one of the best predictors of future success. Realize, it’s not the presence or absence of obstacles that determines an outcome but rather how effectively a person responds to the obstacles that does.
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CAROL QUINN…On Retention Policy
Let’s talk ‘Retention Policy’. Many companies have an across-the-board retention percentage which they are shooting to achieve as a way to reduce turnover. Although this sounds good on the surface, let’s think about what this really means for an organization. Companies are acutely aware of the time and cost to hire and train new employees. It’s only makes sense to want to keep turnover low. We are assuming however that all new employees are good hires and will be High Performers once they ramp up…but what if they are not? What if an interviewer mistakenly thought a candidate was a good hire when they were not? I’ve seen this happen many times. Some hires turned out to be disastrous…horror stories. With this in mind, do you still want an across-the-board, “Keep All” retention policy, or maybe, it’s a “Keep ALL High Performers and Purge the Rest” retention policy you really want. Don’t forget to watch the outtakes at the end of video #9.
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Hiring High Performers - Tutorial #1
Carol Quinn teaches interviewers how to hire the best using Motivation-Based Interviewing (or “MBI”). Videos are based on information in her book “Don’t Hire Anyone Without Me! A revolutionary approach to hiring the best”. Tutorial #1 is on writing interview questions
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CAROL QUINN - Speaking in Atlanta
Speaker @ Matrix - Atlanta, GA (2003)
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CAROL QUINN…On Motivating The Unmotivated
.All companies want to be a maximum performance organization. They invest a lot of time, money and energy motivating the unmotivated. Is this the best approach for achieving long term sustainable organizational success? Carol Quinn believes all people have great human potential. Get her perspective on the effectiveness of motivating the unmotivated - watch this video!……
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