Carol Quinn

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When it comes to achievement, I think a lot of people miss the fact that it's an uphill process. You have to climb the mountain first before you reach the peak. It's a journey that almost always involves obstacles. And, it involves doing what it takes to overcome the obstacles. So what's all the confusion? Why are there so many people proclaiming it's just not meant to be? Perhaps they don't understand exactly what uphill means? It's a metaphor for the obstacles and challenges that stand between you and a successful outcome. Listen closely and you'll often hear people who believe such roadblocks are not supposed to happen. I am amazed that in the 21st century there are still people who don't comprehend the fundamental process of achievement. More amazing is how many employers do not know how to hire employees who are ineffective at it.

IF BAD HIRES SQUEAKED

March 2009 might seem like a rather odd time to write an article on hiring when so many companies are not. Determining the need to improve upon one's hiring process, and making the changes, is something that can be done right now. Marginal performers presently employed got there somehow. They weren't good hires that suddenly changed after their start date. Poor performance can be traced back to incorrect assessments and the ill-fated decision to hire. Typically companies address poor performance post-hire with employee counseling and discipline stopping short of fixing the real problem - how they got hired. This article will help you improve your hiring effectiveness.

How Marginal Employees Ace Interviews

In today’s highly competitive and turbulent business environment, hiring average employees can spell “failure”. That means, interviewers play a key role in the success, or failure, of their companies. That leads one to ask, "Why how do so many average and poor performers get hired, and so few High Performers?" Come to find out, many interviewers have had little or no formal training on how to hire the best. To make matters worse, the applicant has become interview-savvy. They have learned to maneuver through the interview by accentuating the positive and minimizing the negative, and getting the job offer. It's a very uneven playing field that does NOT favor the interviewer. But that can be turned around. Let's address interviewer training. Read on:

RESUME SCREENING - Picking the High Performers!

A high unemployment rate means lots of resumes and applicants for employers to screen but it doesn't mean it will be easier to pick out the high performers. Just the opposite in fact. Never before in history have job applicants been so hungry and so well-prepared to ace an interview. Information available on the Internet educates job seekers on what interview questions to expect, what type of answers WOW interviewers and what responses turn them off. Pair up these paycheck-hungry job candidates with an interviewer who has done nothing to improve his or her employee selection skills, or the fact that more than eighty percent of all interviewers have had little or no formal training on how to hire the best, and now you have a real formula for disaster as companies begin hiring post-recession. This perfect storm can be averted.

Oscar-Winning INTERVIEWING Performances Are On The Rise!

The goal is to hire high performers...right? How do you do it? How do you tell the real high performers from the applicants who are merely pretending to be the high performer? Both may interview well. In fact, the impostor just may be more prepared and actually impress you more. If you have been fooled before, what makes you think you won't be fooled again especially if you are interviewing applicants exactly how you have interviewed them in the past. This article will provide valuable insight as well as interviewing tips of how to see through an applicant's Oscar-winning performance.

TRUTH IN INTERVIEW - Part I

This is a two-part article. In PART 2: Help is available! The conclusion includes Interviewing This is a two-part article. The conclusion includes Interviewing Tips and Techniques to better identify High Performers. Locus of Control, a 50-year old psychology will be introduced to improve interviewing effectiveness. This behavioral psychology can provide interviewers with insight to the achievement attitudes and behaviors that are present in ALL Top Performers. By using simple interviewing techniques, Locus of Control can add information that will improve the accuracy of distinguishing the High Performers from the Impostors.

TRUTH IN INTERVIEW - Part II

From PART I: Somewhere, we learned that if we hire an applicant with the skills we need, the results will be an employee who will do a great job. WRONG! Skills simply means the applicant can do the job, it does not mean they will do the job better than anyone else. Making hiring decisions based on skills leaves job performance a mystery until after the hire. Interview-savvy applicants have made it tougher for interviewers to accurately assess motivation, often causing the misjudgment to favor applicants who are NOT High Performers.

What the High Performer DOESN’T Know!

In tough economic times, like we are experiencing right now, many people are still afraid of losing their job. For employers who must cut back, they have to choose who stays and who goes. For some companies, the deciding factor is based on performance - top performers get to stay. Right now could be the perfect time to learn how High Performers are able to produce better results. Interestingly however, it's what the High Performer doesn't know that just might provide the greatest insight. Whether you are a job seeker or an employer, understanding how the high performer is able to achieve better results while others are not is knowledge everyone should have.

Carol Quinn's Interviewer Tip #5

There are an infinite number of resources directed toward job seekers. These sources offer insight into the interview process in order to help applicants ace interviews. Carol Quinn is an advocate for the employer! The ultimate decision to hire or not-to-hire resides with the interviewer. Employers pay a huge price for their hiring mistakes. It's time for the interviewer to be armed with the knowledge to accurately select the best.

Carol Quinn's Interviewer Tip #4
Carol Quinn is the Employer's Advocate. Here is her Interviewer Tip #4 for hiring High Performers.

Carol Quinn's Interviewer Tip #3

Carol Quinn's Interviewer Tip #2

Carol Quinn is an advocate for the employer! There are an infinite number of resources directed toward job seekers. These sources offer insight into the interview process in order to help applicants ace interviews. The ultimate decision to hire or not-to-hire resides with the interviewer. Employers pay a huge price for their hiring mistakes. It's time for the interviewer to be armed with the knowledge to accurately select the best.

Carol Quinn's Interviewer Tip #1

Tenacity is NOT Enough!

No one has to tell you that high performers succeed more. But, 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't blend in with the masses on the bell curve. But interestingly enough however, they don't always stand out either. Take an interview for example. Many poor performers are hired by mistake, and who knows how many top performers get turned down. It would be much easier to identify the best if they all had a certain look, or always had the best skills - but they don't.

How Do You Know If YOU Are A High Performer?

In order to answer this question and know if we are a high performer, we must first define the term 'High Performer'. The simple definition is a person who achieves the best results. It's not just someone who works hard. More specifically it is someone who is able to produce desired results and achieve more of their goals. When we compare high achievers to those who fall short, a discernible difference exists. But this comparison suggests that everyone falls into either one group or the other - achiever or non-achiever. It's not quite that black and white.

How Do You Know If YOU Respond Effectively To Adversity?

You've heard the saying, "Change your thinking - change your results". It's true, but do you know what thinking needs to change and from what to what? It's not just about heaving positive thoughts on top of a dismal situation. Nor is it about denial. A bad decision followed by hopeful thinking doesn't change the bad decision into a good one. Understanding how the High Performer is able to achieve a desired outcome is the first step we must take to improve our own productivity.

How Do You Know If YOU Respond Effectively To Adversity?

How Do YOU Create The Outcome You Want?
WARNING: There is information ahead that involves looking at yourself as the cause of your own short-fallen results. Do NOT read any further if you're not opening to the idea we always play a role in creating our own experiences and outcomes!! Instead...Keep doing what you have always done and wish for improved results then let me know how that works out for you.

It's Not MY Fault...REALLY!!!

Let's face it, it can be daunting to realize you are the one who didn't do it right. To make matters worse, it can be even harder to see it. We can think we did things right and still be wrong. We can be told and refuse to believe. In B.C. people were told the earth was round but rejected it for thousands of years. Instead they thought it was flat, stationary and the center of the universe. They were wrong...for hundreds of years. And just like the person who believes his results are not his doing, he is wrong as well. Somewhere along the way, many people became fearful of failing. As a result, some don't try while others refute their participation in causing an outcome. They detach themselves from poor results and believe they weren't responsible while thinking there is no harm being caused...WRONG AGAIN!

Incorrectly Assessing A Job Applicant's Motivation

In today's highly competitive and turbulent business environment, hiring average employees can spell "failure". Companies can not afford mediocrity while their competitors are striving to be the best. Hiring impacts profits in more ways than most companies realize. A Harvard Business School study determined that more than 75% of turnover could be traced back to poor hiring practices. The decision to hire -or not to hire- plays a significant role in turnover. The leading contributor to turnover is often not what happens after the employee is hired, but rather the process leading up to it. And turnover is not always bad if it's a bad hire that's leaving. You have to wonder if you really are hiring the best we can.

Incorrectly Assessing A Job Applicant's Motivation

Carol Quinn's Interviewer Tip #3

Time Management Tips
Recently I was doing some research on time management for a client and I discovered a very good resource and wanted to pass it along to all of you. Her name is Carol Halsey and her website address is: www.pilestofiles.com I was so impressed with Carol because she gives not 10 tips, but 29 tips. Now that is a bargain!

What is Your Competitive Edge
Carol had been out of work for 6 months and was frustrated by her inability to land a new job. She had had a few interviews but nothing had come through for her and her money situation was getting tight. Like many unemployed people Carol decided to seek work through a temporary agency

The Role of an Interim Chief Marketing Officer
Are you considering what to do with your maketing department? Do you have/need a leadership transition? Well read on. Ms. Quinn gives you her perspective on how an Interim CMO might just be the answer. (As featured in Marketing Health Services, Fall, 2008)

A Business Plan for Hard Times
Carol Aitken tells how she prepared for the inevitable downturn in a business.

How to Lead a Transformation of Your Team
Carol Ann Tomlinson said, “Excellence in education is when we do everything we can to make sure they become everything that they can.” The same is true about leading a team to transformation.


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