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	<title>The Hire Attitude Newsletter</title>
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	<pubDate>Sun, 14 Apr 2013 22:00:21 +0000</pubDate>
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		<title>Tenacity is NOT Enough!</title>
		<link>http://blog.hireauthority.com/attitude/tenacity-is-not-enough.php</link>
		<comments>http://blog.hireauthority.com/attitude/tenacity-is-not-enough.php#comments</comments>
		<pubDate>Sun, 14 Apr 2013 22:00:21 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[ATTITUDE Articles!]]></category>

		<category><![CDATA[achievement]]></category>

		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA[behavior based interviewing]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[employee selection]]></category>

		<category><![CDATA[goals]]></category>

		<category><![CDATA[great achievement]]></category>

		<category><![CDATA[Hire Authority]]></category>

		<category><![CDATA[hiring high achievers]]></category>

		<category><![CDATA[hiring high performers]]></category>

		<category><![CDATA[interviewing]]></category>

		<category><![CDATA[motivated]]></category>

		<category><![CDATA[motivating]]></category>

		<category><![CDATA[MOTIVATION]]></category>

		<category><![CDATA[motivation based interviewing]]></category>

		<category><![CDATA[success]]></category>

		<category><![CDATA[successes]]></category>

		<category><![CDATA[top achievers]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=114</guid>
		<description><![CDATA[BY CAROL QUINN


High Performers succeed more. Is this a fluke? Are they special people? They obviously are different in some way because not everyone is able to perform at their level. Clearly they don&#8217;t blend with the 60% who are the average performers in the mid-section of the bell-shaped curve. But interestingly enough however, they [...]]]></description>
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		<item>
		<title>What the High Achiever DOESN&#8217;T Know!</title>
		<link>http://blog.hireauthority.com/attitude/what-the-high-performer-doesnt-know-2.php</link>
		<comments>http://blog.hireauthority.com/attitude/what-the-high-performer-doesnt-know-2.php#comments</comments>
		<pubDate>Sun, 07 Apr 2013 17:06:54 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[ATTITUDE Articles!]]></category>

		<category><![CDATA[achievement]]></category>

		<category><![CDATA[achiever]]></category>

		<category><![CDATA[achieving]]></category>

		<category><![CDATA[adversity]]></category>

		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA[behavior based interviewing]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[employee selection]]></category>

		<category><![CDATA[goals]]></category>

		<category><![CDATA[Have The Attitude]]></category>

		<category><![CDATA[high achiever]]></category>

		<category><![CDATA[High Performer]]></category>

		<category><![CDATA[Hire Authority]]></category>

		<category><![CDATA[hiring high achievers]]></category>

		<category><![CDATA[hiring high performers]]></category>

		<category><![CDATA[hiring the best]]></category>

		<category><![CDATA[interviewer tips]]></category>

		<category><![CDATA[interviewer training]]></category>

		<category><![CDATA[interviewing]]></category>

		<category><![CDATA[MBI]]></category>

		<category><![CDATA[MOTIVATION]]></category>

		<category><![CDATA[motivation based interviewing]]></category>

		<category><![CDATA[obstacles]]></category>

		<category><![CDATA[resume screening]]></category>

		<category><![CDATA[Tags: achievement]]></category>

		<category><![CDATA[top achievers]]></category>

		<category><![CDATA[top performers]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=586</guid>
		<description><![CDATA[. 
BY CAROL QUINN
In tough economic times, like we have been experiencing, many people have feared losing their job. For employers who have had to cut back, they had to choose who got to stay and who goes. For some companies, the deciding factor is based on performance - the top performers get to stay. [...]]]></description>
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		<item>
		<title>If Bad Hires Squeaked!  -Part Two-</title>
		<link>http://blog.hireauthority.com/hiring/if-bad-hires-squeaked-part-two.php</link>
		<comments>http://blog.hireauthority.com/hiring/if-bad-hires-squeaked-part-two.php#comments</comments>
		<pubDate>Sun, 17 Mar 2013 21:34:00 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=1849</guid>
		<description><![CDATA[&#8230;.
(READ: IF BAD HIRES SQUEAKED - PART ONE)
THE CONCLUSION:
Many interviewers bring with them what they learned at prior jobs. One large retailer asked their interviewers, all spread out in different locations, to send in copies of the interview guides they used for hiring Assistant Managers. They received 75 different ones. There was absolutely no consistency. This other [...]]]></description>
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		</item>
		<item>
		<title>If Bad Hires Squeaked!  -Part One-</title>
		<link>http://blog.hireauthority.com/hiring/if-bad-hires-squeaked.php</link>
		<comments>http://blog.hireauthority.com/hiring/if-bad-hires-squeaked.php#comments</comments>
		<pubDate>Mon, 11 Mar 2013 07:55:23 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA[achievement]]></category>

		<category><![CDATA[behavior based interviewing]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[employee selection]]></category>

		<category><![CDATA[goals]]></category>

		<category><![CDATA[Hire Authority]]></category>

		<category><![CDATA[hiring high achievers]]></category>

		<category><![CDATA[hiring high performers]]></category>

		<category><![CDATA[interviewer tips]]></category>

		<category><![CDATA[interviewer training]]></category>

		<category><![CDATA[interviewing]]></category>

		<category><![CDATA[MOTIVATION]]></category>

		<category><![CDATA[motivation based interviewing]]></category>

		<category><![CDATA[top achievers]]></category>

		<category><![CDATA[top performers]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=201</guid>
		<description><![CDATA[

BY CAROL QUINN

This is the perfect time for an article on hiring as so many companies are starting to step up their staffing. Determining the need to improve upon one&#8217;s hiring process, and making the changes, is something that should be done right now. Understand, in the past, marginal job performers got into companies somehow. [...]]]></description>
		<wfw:commentRss>http://blog.hireauthority.com/hiring/if-bad-hires-squeaked.php/feed</wfw:commentRss>
		</item>
		<item>
		<title>Carol Quinn&#8217;s Interviewer Tip - 2</title>
		<link>http://blog.hireauthority.com/hiring/interviewer-tip-techniques-3.php</link>
		<comments>http://blog.hireauthority.com/hiring/interviewer-tip-techniques-3.php#comments</comments>
		<pubDate>Sun, 24 Feb 2013 18:26:23 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA[achievement]]></category>

		<category><![CDATA[behavior based interviewing]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[employee selection]]></category>

		<category><![CDATA[goals]]></category>

		<category><![CDATA[Hire Authority]]></category>

		<category><![CDATA[hiring high achievers]]></category>

		<category><![CDATA[hiring high performers]]></category>

		<category><![CDATA[interviewer tips]]></category>

		<category><![CDATA[interviewer training]]></category>

		<category><![CDATA[interviewing]]></category>

		<category><![CDATA[MOTIVATION]]></category>

		<category><![CDATA[motivation based interviewing]]></category>

		<category><![CDATA[top achievers]]></category>

		<category><![CDATA[top performers]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=67</guid>
		<description><![CDATA[. 

Do You Know The Clues That Can Help You Determine If An Applicant Is Motivated To Achieve Great Results?

 

 
When you&#8217;re interviewing job applicants, you hear plenty of stories about heroic efforts to achieve goals and produce results. How do you read between the lines to determine whether you&#8217;re listening to a true-life [...]]]></description>
		<wfw:commentRss>http://blog.hireauthority.com/hiring/interviewer-tip-techniques-3.php/feed</wfw:commentRss>
		</item>
		<item>
		<title>Carol Quinn Interviewer Tip - 1</title>
		<link>http://blog.hireauthority.com/hiring/carol-quinn-interviewer-tip-1.php</link>
		<comments>http://blog.hireauthority.com/hiring/carol-quinn-interviewer-tip-1.php#comments</comments>
		<pubDate>Mon, 18 Feb 2013 00:35:51 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=1782</guid>
		<description><![CDATA[&#8230;
Carol asks, &#8220;Does your applicant succeed when it&#8217;s easy and quit when it&#8217;s not?&#8221;
To effectively assess any applicant, it is imperative that interviewers uncover certain information about their applicants. Because of the relationship that exists between interviewer and applicant, applicants are compelled to be on their best behavior and share information only about their best [...]]]></description>
		<wfw:commentRss>http://blog.hireauthority.com/hiring/carol-quinn-interviewer-tip-1.php/feed</wfw:commentRss>
		</item>
		<item>
		<title>How Marginal Employees Ace Interviews (Part Two)</title>
		<link>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews-part-two.php</link>
		<comments>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews-part-two.php#comments</comments>
		<pubDate>Mon, 04 Feb 2013 13:14:53 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=1669</guid>
		<description><![CDATA[WRITTEN BY CAROL QUINN 
FROM PART ONE&#8230;this day in age where many employees stay at jobs an average of 2-3 years, applicants are learning how to maneuver through interviews better than others before them have. Applicants have learned more about getting a job than interviewers have learned about hiring well. The bottom line is interviewers [...]]]></description>
		<wfw:commentRss>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews-part-two.php/feed</wfw:commentRss>
		</item>
		<item>
		<title>How Marginal Employees Ace Interviews (Part One)</title>
		<link>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews.php</link>
		<comments>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews.php#comments</comments>
		<pubDate>Fri, 25 Jan 2013 13:27:26 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=459</guid>
		<description><![CDATA[BY CAROL QUINN
(Part Two emailed on 2/4/13) Company employees who lack hiring skills are making hiring decisions everyday that cost their employers money. In the Hire Authority workshops that teach motivation-based interviewing, more than 80% of the attendees admit that even though they have hiring authority, they have no formal training on selecting the best [...]]]></description>
		<wfw:commentRss>http://blog.hireauthority.com/hiring/how-marginal-employees-ace-interviews.php/feed</wfw:commentRss>
		</item>
		<item>
		<title>Which Came First&#8230;The Job Offer or The Unmotivated Employee?</title>
		<link>http://blog.hireauthority.com/hiring/which-came-1st-the-job-offer-or-the-unmotivated-employee.php</link>
		<comments>http://blog.hireauthority.com/hiring/which-came-1st-the-job-offer-or-the-unmotivated-employee.php#comments</comments>
		<pubDate>Sun, 02 Dec 2012 00:36:06 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA["motivation-based interviewing" "hire the attitude" "high performers" motivation "high achievers" "Good to Great" attitude "Carol Quinn" "behavior based interview" HR "human resources"]]></category>

		<category><![CDATA[behavior based interviewing]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[creating maximum performance organization]]></category>

		<category><![CDATA[definition of high performer]]></category>

		<category><![CDATA[Hire Authority]]></category>

		<category><![CDATA[how to hire]]></category>

		<category><![CDATA[interviewer training]]></category>

		<category><![CDATA[MBI]]></category>

		<category><![CDATA[motivation the unmotivated]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=1502</guid>
		<description><![CDATA[TO SUBSCRIBE, click HERE
&#8230;
BY CAROL QUINN
There are two schools of thought. The first and more traditional one is that the interview comes first, the unmotivated employees are screened out, and only highly motivated employees are extended job offers. At least, they seemed highly motivated at the time of the offer. Once on board, many of [...]]]></description>
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		</item>
		<item>
		<title>The cure for &#8216;have-a-go&#8217; interviewers</title>
		<link>http://blog.hireauthority.com/hiring/the-cure-for-have-a-go-interviewers-3.php</link>
		<comments>http://blog.hireauthority.com/hiring/the-cure-for-have-a-go-interviewers-3.php#comments</comments>
		<pubDate>Thu, 29 Nov 2012 14:14:29 +0000</pubDate>
		<dc:creator>Carol Quinn</dc:creator>
		
		<category><![CDATA[Articles on HIRING]]></category>

		<category><![CDATA[Carol Quinn]]></category>

		<category><![CDATA[Financial Times]]></category>

		<category><![CDATA[interviewers]]></category>

		<guid isPermaLink="false">http://blog.hireauthority.com/?p=924</guid>
		<description><![CDATA[..
Thank you to the Financial Times for kindly granting us permission to post their article.
The cure for &#8216;have-a-go&#8217; interviewers
By Peter Whitehead
Financial Times, 16 September 2010


Peter Whitehead talks to an expert in sorting out the genuine high performers from the rest:


For every human activity there is a theory as to how it should best be done [...]]]></description>
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