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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.

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:
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.
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
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.
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 interviewer training Related Articles

Mistakes and Weaknesses
First Paragraph Of Article“What mistakes have you made since 9/11?” the press asked the President of the US. “What is your greatest weakness?” the interviewer asked Amy on The Apprentice, a TV reality show. Both had difficulty answering. Frequently in an interview situation the interviewer asks some variation of these two questions. What would your answer be?

The Top 10 Basics of Media Interview Preparation
Counter to conventional wisdom, the person in most control in an interview setting is the interviewee and not the interviewer. That's because the person being interviewed holds the information that the interviewer needs. Many organizations find that media interview skills training can ensure their spokespersons can fully capitalize on interview opportunities and avoid missteps. In this article, we offer our top ten tips for media interview skills training. As you review them, keep in mind that no matter how friendly or seemingly inocuous, no interview is a casual conversation.
Success Starts with a Can Do Attitude: Three Secrets to Creating More Success
The TV interviewer interviewed Nadia’s new coach and mentioned that Nadia, who was rated in the top twenty players in past years, was fast becoming one of the top five players in the world. The interviewer asked Nadia’s coach about this, and the coach said, “In the past, Nadia had people around her that concentrated on what she ‘can’t do.’ So Nadia would concentrate on what she couldn’t do, especially in challenging situations on the court, and it would frustrate her. I am concentrating on what she ‘can do,’ and she is a much better, confident player and is mentally much happier.”
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:
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 #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.

Is Your Sales Training Missing These Ingredients?
The last time you went on sales training, were you engaged in the decision? How long was the sale training and/or was the sales training ongoing or was it just the flavor of the month? When or what day(s) of the week was the sales training delivered - during pay time or no pay time? Did the sales training take your personal sales needs and learning methods into consideration? Were you able to apply the sales training methods in the real world? Were you encouraged to return for further sales training or to meet with your sales coach and discuss your experience? Was the sales training based on sales management objectives?

Nailing A TV Interview
Print interviews are usually the easiest in terms of how you look and carry yourself. Those interviews are generally done over the phone. You could be in bed in your pajamas for all the interviewer knows. The same is often the case with radio. If you’re calling into the show, the interviewer has no idea what you look like, what you’re wearing, and if you’re in your living room or by the pool. Another upside of those types of interviews is that you can write out cheat sheets that you can refer to. But TV is a whole different animal. The following is your TV media appearance drill.
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