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No More Excuses
Have you heard the saying, "We judge other people by their actions
but judge ourselves by our intentions?" Seems like a double standard doesn�t it? Oftentimes if we like an applicant we accept good
intentions as being sufficient evidence of performance, even through there's no substantial action associated with the intent. When it
comes to selecting top performers, we must consistently assess everyone by their actions and not by their intentions or their words
alone. Watch out for subtle "excuses".
So you might ask, what do intentions have to do with excuses? Lower performers let circumstances determine who they are and what they
achieve. Events and situations rule their world and ultimately become their excuse for lack of accomplishment. As the interviewer,
you need to recognize and understand the dynamics of a given outcome. Foremost, excuses have an inverse relationship to results.
If results are achieved then there is no need for an excuse. If results are not accomplished, or are less than expected, then excuses may
be offered up as reasons for shortcomings. The fewer results, the more excuses and the more results, the less excuses. You never need
both at the same time.
Excuses are also designed to shed responsibility and control off of the person using them and shift it elsewhere. Elsewhere can be
anywhere, and where is not important � "My dog ate my homework." What does matter is, if someone or something else is believed to
possess the control over a result, then the subject can shed ownership if it fails � it was out of their control. If a person does not
believe that she has the power or control to achieve a given result, then it doesn�t make sense to expend energy trying. Effort will be
futile. In other words, her perception is that there was nothing she could do about it. This perception has a tremendous impact on job
performance and it varies from person to person. It can be easily assessed during an interview utilizing motivation-based interviewing.
Interviewing Tip:
Weight the applicant�s actions greater than their words.
Be aware of applicants who explain why achieving a desired result was beyond their control. Low performers withhold the necessary
effort then make excuses. They blame others for the specific outcome adding that their effort would not have made any
difference � it was out of their control. When interviewing applicants, take a look at how often they incorporate excuses into
their answers. This will be a good indicator of how often they will offer up excuses to you for the lack of effort if hired. Judge their
habit of expending effort, not their individual explanations that may sound legitimate but lack the action needed to achieve results. High
performers produce more results, not more excuses.
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Monthly Interviewer Tips & Techniques provided by Hire Authority,
Inc.
This information and much more can be found in the book "Don�t Hire Anyone Without Me!" by Carol
Quinn.
To learn more about our on-site workshops, please contact us at (561) 638-0313.
Copyright 2001.
Please feel free to pass this information on to anyone who conducts interviews, just give us credit.
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