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

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.
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.
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.

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