Motivation Based Interviewing with guest Carol Quinn - 96

Catalyst Sale Podcast

Carol Quinn, CEO of Hire Authority and the Founder & Creator of Motivation-Based Interviewing

Hiring is one of the most important decisions you will make as a CEO, Founder, Leader, or Manager. Carol Quinn joins us this week to discuss Motivation-Based Interviewing (MBI), the importance of hiring, common mistakes, and important considerations when working through the interview process.

Carol Quinn is CEO of Hire Authority and a national speaker with more than 30 years’ experience in interviewing and hiring. She has taught thousands how to hire High Performers using motivation-based interviewing.

Questions Addressed

• What are the differences between motivation-based interviewing & behavior-based interviewing?
• How do you identify/reveal passion?
• What is the difference between an internal & an external locus of control?
• What's wrong with "one-upmanship" in the interviewing process
• What are companies doing when it comes to keeping track of data in their hiring process?
• How do you bring passion, attitude, and skills into the interview process?

Key Takeaways

• Hypothetical questions create hypothetical answers
• With Behavior-Based Interviewing, the expectation is that past behavior will be indicative of future behavior.
• If you can hire somebody great one time, why can't you when using the same process, create consistency in hiring success? This question and the hit/miss hiring results led to the creation of MBI.
• MBI - designed to identify high performers - someone who will go above and beyond to get the best results
• High performers have great skills, passion, and attitude.
• You can hire someone with great skills, and they could be a poor, average, or high performer - It's not just about skills.
• The interview process has evolved. MBI looks at what all high performers have in common.
  • They have the Skill
  • They have the Passion
  • They have the Attitude (how a person responds to on the job challenges)
• Passion
  • You cannot assess passion directly
  • Interviewers have to get wiser about the questions they ask, they need to understand how to assess attitude & passion.
  • Passion is usually tied to self-motivation
  • Find out what the candidate likes doing the most - ideally, match this to the role.
  • MBI includes a series of 5 questions that focus in on what the person likes doing the most, the least, etc.
  • Weaknesses tell you about skill deficits and tell you about passion.
  • Passion is not something you can teach.
  • Passion helps you get through the adversity.
• Attitude
  • The high performer's attitude reflects an internal locus of control, their attitude may be "I don't know how to do it, but, we can figure it out" - This is solution focused & empowering
  • The high performer goes into a problem-solving mode
  • They have an optimistic perspective that keeps them in the game
  • This is a split second decision "I can't" or "I can"
  • The "I can't" is representative of an external locus of control
  • The "I can't" person begins a to build a case for why they cannot be successful.
  • No one is pure "I can" or "I can't"
• Skill, Knowledge, IQ combined predict the successful hire approximately 7% of the time, while Attitude accounts for the remaining 93%.
• A hiring mistake can set you back, not only due to the cost of the hire, but the time that is lost.
• As interviewers, we want to be able to identify the high-performer despite their interviewing skills.
• CareerBuilder - 68% of employers surveyed struggle with interviewing.
• Interviewing for a sales role is one of the most interesting of all interviews because you have candidates who are prepared to interview & want the job as a sales professional, while at the same time, the interviewer wants to put someone in the role. This can create significant risk.
• Many companies look at the cost per hire and average days to fill a role. These metrics can lead to fast/cheap hires. As a result, we miss on the quality of the hire.
• Quality of hire is the most important factor.
• It does not take any longer to evaluate the quality of a hire. (See link below)
• Short-term turnover is tied to the hiring process - MBI reduces short-term turnover by ~50%
• If you have a "quality of hire" problem, and you end up retaining low performers, you will create a culture problem.
• Attitude is 80% formed by age 5. The person who has the attitude has to change it, not the employer.
• The #1 reason for the metrics - to motivate positive change in the hiring process.
• "Training is not going to fix what the interviewer missed" - Carol Quinn
• The average interviewer either (A) asks questions off the cuff, or (B) asks canned questions that are ineffective.

Show Links

• Hireauthority.com
• Hire Authority - free resources tab
• Phone Number - 561-231-0313
• LinkedIn
• LinkedIn group
• Twitter
• Anniversary edition of MBI - Motivation-Based Interviewing - published by SHRM

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In every business, in every opportunity, there is someone who can help you navigate the internal challenges and close the deal. There is a Catalyst. We integrate process (Catalyst Sale Process), technology and people, with the purpose of accelerating revenue. Our thoughtful approach minimizes false starts that are common in emerging markets and high-growth environments. We continue to evolve our practice based on customer needs and emerging technology. We care about a thinking process that enables results versus a process that tells people what to do.

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