Presented by Hiring Expert, CAROL QUINN

CareerBuilder Survey…found 7 out of 10 employers were negatively impacted by bad hires.

TOP 5 Bad Hire Characteristics:

o Poor quality of work (63%), didn’t work well with others (63%), had a negative attitude

(62%), received customers complaints (49%), and failed to meet deadlines (48%).

Harvard Business School research traced 76% of turnover to bad hiring decisions.

Bad Hiring Causes:

1. Untrained interviewers (80%-100%)

2. Inadequate metrics (quality-of-hire & quality-of-turnover)

3. Incorrect understanding of what facilitates top performance

4. Greater emphasis placed on employee engagement than hiring process

5. No responsibility for cost of bad hires

The uneven playing field:

The applicant’s skill level (at getting a job)

The interviewer’s skill level (at hiring the best)

What is the Applicant’s #1 job during a job interview?

How to even the playing field?

TECHNIQUE #1

How to get your applicants talking

STEP 1 - Getting applicants to open up and talk:

The first 10 minutes

Putting effort into getting their guard down.

STEP 2 – Never, ever do this!

This common reaction will harm your ability to gather quality applicant information.

TECHNIQUE #2

How to expose the applicant’s “real” weakness

Why the weakness question doesn’t work & what to do instead:

Stop asking for their opinion.

o Last performance evaluation

o Strengths first, weaknesses second

o How to avoid “selective memory”

The weaknesses-motivation connection.

Lou Adler ERE – Recruiting Intelligence

“I suspect they’ll come to the same conclusion that behavior-based

interviewing doesn’t improve quality-of-hire, and in many cases, actually

causes it to decline.”

TECHNIQUE #3

Why you need to stop using behavior-based interviewing

Behavior-based interviewing

Where do I start?!

Reason #1: Bunches and bunches of BAD interview questions.

Reason #2: CANNOT assess motivation correctly using behavior-based interviewing.

Reason #3: Produces mixed hiring results.

Reason #4: Gives interviewers a false sense of confidence they’re doing a reasonably good job at hiring.

Reason #5: Applicants know how to answer the questions.

1 2 3 4 5

RATING

went above and beyond to satisfy a customer.”“Tell me about a specific time when you

INTERVIEW QUESTION

Best AnswerWorst Answer

Five Things To Know About MBI:

1. It’s an interviewing method specifically developed for hiring “High Performers”.

2. It assesses the 3 components common to ALL top performers; skill, attitude & passion.

3. MBI uses properly phrased skill assessment questions to gather information about the applicant’s attitude. (2 for 1)

4. Attitude is considered #1 predictor of future job performance and success and is a key part of self-motivation.

5. Interview-savvy applicants cannot fake attitude or passionanswers.

TRAINING TIP #5

Why organizations are switching to motivation- based interviewing

Harvard Business School Research

Found “attitude” accounted for 93% of business success while skill, IQ

and knowledge combined only added up to a 7% contribution.

. . .Why do so many companies still

make hiring decisions solely on skill?

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RATING

Best AnswerWorst Answer

More MBI:

MBI uses 3 Rules for writing effective interview questions.

It’s all about avoiding bad hires & hiring more High Performers.

It takes no extra interviewing time and can be used to fill every job opening.

MBI is easy to learn.

It’s NOT about one interviewer knowing this information:

Every interviewer in your organization should be properly trained!

Tracking the “right” hiring metrics:

Time-to-fill and cost-per-hire tell you NOTHING about your quality-of-hire.

Tracking quality-of-hire and quality-of-turnover is eye opening!

Using the right hiring criteria:

An applicant’s skill level is NOT a reliable predictor of his/her future job performance and should not be used as sole hiring criteria.

Motivation can NOT be accurately assessed using behavior-based interviewing…period!

ALMOST TIME TO WIN FREE MBI TRAINING!

* Introduction To Motivation-Based Interviewing

3:30 – 4:30 PM TODAY!

* Introduction To Motivation-Based Interviewing

3:30 – 4:30 PM TODAY! Presentation is available for 7 days after conference:

GO TO

www.HireAuthority.com/downloadpresentation

CONTACT INFO:

Carol@HireAuthority.com

(o) 561-638-0313 (c) 561-702-7033

THE END.