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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.
Carol Quinn's Interviewer Tip #3
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 #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
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.

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?
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 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.

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.

Other Hire Authority Related Articles

Job 'Misfits' and Their Damaging Impact
Is it true that no one would hire any job candidate whom he/she feels would be a potential threat to him? And if this is true, how can organizations revitalize, rejuvenate, and enhance its HR capital? Is 'You're over-qualified for the job' tag truthful, or is it a devious technique to fend-off qualified job seekers from getting the jobs they knew they could do? What can organizations do to guarantee that only best candidates will be hired? What kind of authority should be given to HR Department to challenge biased selections of personnel? What role organizational politics play in recruiting and selection decisions?

Why Isnt SEO Easy?
"I want to hire someone to map out our company's SEO program, fire them, repeat this a few times, take all the credit for their innovations and actually become the authority over time in the process. Why isn't it working out like I planned?"
ESCALATION AS A NEGOTIATION STRATEGY
Escalation can be a highly effective negotiation strategy. Having unlimited authority in a negotiation can seem, and is, powerful, but it can be equally dangerous. If your client thinks that you have unlimited authority, he or she can read that as a green light to keep driving for more.
“If you were put on trial as an expert,
“If you were put on trial as an expert, would there be any evidence to convict you? The fourth characteristic of high performing salespeople is expertise. Expertise is the element of the law of authority. The law of authority says, “if you are perceived as an authority or expert, trust is enhanced.” We trust experts. We trust experts who testify in court. We trust doctors who have been trained well and are experienced in their field. How would you feel if, while seeing a doctor, who said to you, “You need an operation, I’ve never done this one before, but I think I can do it?”

Leaders Lead, Executives Execute - Responsible Communications Is The Difference
Peter Senge starts the article with this quote: "Leadership shows up when no one in the room knows who has the authority." Obviously the leader has the authority, and therefore in his/her communication does not have to "prove it". This article provides 5 ways leaders can maintain authority and still be respectful of every participant.

10 Steps to Creating a Lead-Generating Authority Web Site
One of the most effective client attraction strategies you can create for your business is to develop an authority web site. An authority web site is one based on a specific topic, and these types of sites are usually found at the top of search engine results. Here are 10 steps that online service business owners can follow to create an authority web site for their business:
Five Secrets to Exercising Authority
The problem is that most managers and other figures of authority - Directors, V.P.'s, and Business Owners -- have never been taught how to properly exercise authority and command respect as leaders. If you find yourself in this position, follow this proven, 5-step method for exercising authority. It will not only get results, but it will establish, or re-establish, your role as leader of your sales team or department.

Gaining Access to Power in a Buyer's Organization
Executive Summary: Sell to people with buying authority. Sales reps must understand the level of buying authority their contacts have within buying organizations. Reps must gain access to true power, and sell to buyers that have the ability to authorize transactions and close deals.
What Makes A Good Website? Create Authority And Dominate!
Grab and hold attention by becoming an authority site! The question, "What makes a good website?" is often asked. I feel building an authority site is the surest and best method to get all the right kind of attention you want online. When your site becomes an authority in a niche, new opportunities come forward and it becomes a lot easier to play the whole Internet marketing game. But what exactly should you be doing to make your site an authority? The answers may surprise you...

Making the Transition from the Employee to the Supervisor
Most employees recognize and accept the fact that someone is "in charge." So you have a base already present from which to establish your authority within the group. From there, authority is established through your actions.

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