Understanding Motivation-Based Interviewing

Watch hiring expert Carol Quinn explain what motivation-based interviewing is and why it works. Share her enthusiasm as she talks about giving interviewers the advantage to see through polished applicants who really aren’t great hires. She explains why hiring decisions based solely on skill is greatly flawed and what else to look for… (7:53)

5 Reasons Behavior-Based Interviewing Does NOT Work

Stop using behavior-based interviewing because…IT DOESN’T WORK WELL ENOUGH FOR CONSISTENTLY HIRING HIGH PERFORMERS! It produces hit-and-miss hiring results. Although seemingly good 20 years ago, we now know why it falls short when it comes to correctly identifying the top performers we truly want to hire. (5:45)

STOP Asking Bad Interview Questions

Asking ineffective interview questions is the reason behind many hiring mistakes. This video provides an example of a popular behavior-based interview question used to assess customer service that can cause interviewers to think their applicant is better than they really are and overrated applicants tend to under-perform once on the job. (3:41)

Hire The Attitude!

“Attitude” plays a powerful role in achievement because it is what governs each person’s motivation and actions. A person’s attitude can either help them get to their goal or hinder them. It’s key to hiring success. Despite being easy to assess, too often employers allow interviewers who don’t know how to do it make hiring decisions. (6:41)

Starting Your Interview Off Right

It is so important that you get your interview started off right. It sets the stage and tone for gathering information from your applicant which is critical to your hiring success. It’s with the information you gather that you’re going to make your hiring decisions with. It’s imperative you do this exceptionally well. (2:58)

Judging An Applicant’s Words

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? Interviewers…watch this video to learn a good rule to follow that will help you to know which applicant words to believe and which ones not to. Video #10 (3:17)

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! In this video, Carol Quinn provides pointers designed to give the interviewer the advantage when it comes to hiring High Performers. (5:51)

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 skills. I mean a hiring standard like – Hire ONLY High Performers! If not…why not? Having one can improve quality-of-hire. (3:43)

What High Performers WON’T Do!!!

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. Watch this video to learn what High Performers WON’T do when it comes to overcoming obstacles that many others will do. (3:27)

The Incredible Expanding Attitude: Hire It!

(Video with outtakes) 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… (6:21)

Carol Quinn on Employee Retention

Let’s talk ‘Retention Policy’. Most companies want to keep their turnover low. It’s only makes sense. We’re assuming, however, that all new employees are good hires and will be High Performers once they ramp up. What if they are not? Could organization’s actually be creating a culture of mediocrity by focusing on retention instead of quality-of-hire? (2:55)