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Presented by Hiring Expert, CAROL QUINN
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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.
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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
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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?
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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.
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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.
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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.
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RATING
went above and beyond to satisfy a customer.”“Tell me about a specific time when you
INTERVIEW QUESTION
Best AnswerWorst Answer
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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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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.
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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!
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* Introduction To Motivation-Based Interviewing
3:30 – 4:30 PM TODAY!
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* 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:
(o) 561-638-0313 (c) 561-702-7033
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THE END.