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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.

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.

Other how to hire high performers Related Articles

Hire Only The Best People
Are you interested in learning about ten keys to hiring and retaining ONLY the top 10% performers of high character and commitment? Do you want customer-satisfying employees one and all? Read on to discover the steps you can take to hire only the best!

How to Become an Outstanding Performer
This article is about outstanding performance. All outstanding performers have at least three things in common: 1. Outstanding performers set and achieve goals. 2. Outstanding performers are organized. 3. Outstanding performers are detail oriented and execute well.

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:
High Goals, Outstanding Performance and Success
Successful people are outstanding performers. Outstanding performers are goal oriented. They set high goals, and do whatever it takes to achieve them. Then they set higher goals and do what they must to achieve them. They do this day after day, week after week, month after month, year after year. If you want to become an outstanding performer, you need to constantly challenge yourself by setting high goals. Aim high, and you'll be surprised at what you can accomplish.
Successful People Make No Little Plans
Successful people are outstanding performers. Outstanding performers become outstanding performers by setting and achieving high -- no, big hairy audacious goals. Outstanding performers put in the time and effort, the blood sweat and tears necessary to turn their goals into reality. They don't settle for good, because they know that good is the enemy of great. They choose to be great. They make no little plans. They make big plans that stir their blood.
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.
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.
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