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Improve Performance, Provoke Thought, Think Critically.

You are constantly striving to improve.  You are looking for practical tips you can apply to your daily work that will impact your performance.  You are looking for advice from professionals who do the work. You want to engage with professionals who have been in your shoes.

Be the Founder that can clearly articulate the problem your company solves.

Be the Sales Professional that your customers want to work with.

Be the Learning Professional who can deliver your solution in the context of the business.

The Catalyst Sale Podcast is published weekly.  We take listener questions at @catalystsale on twitter or hello@catalystsale.com via email.

Topics discussed - B2B Sales, Sales Training, Product Market Fit, Growth, Hiring, Recruitment, Sales Process, Business Acumen, Startups, Leadership.

Jun 26, 2018

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

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Catalyst Sale

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. 

Sales is a Thinking Process.