An applicant with great job skills will always out-perform a job applicant with lesser skill.

When it comes to tracking hiring effectiveness, which one of these do most organizations NOT track?

What is motivation-based interviewing?

According to a recent CareerBuilder survey, two-thirds of American businesses have faced lower productivity and reduced employee morale due to a bad hire.

According to a Harvard Business School study, 76% of turnover can be traced back to poor interviewing practices and bad hiring decisions.

What are the holes that exist in most employee selection processes that cause needless hiring mistakes? (multiple answers permitted)

Behavior-based interview questions can give interviewers a false sense of confidence that they are gathering quality applicant information when they aren't.

Excellent job skills means an applicant can do the job, however, it does not necessarily mean he or she will do it better than most everyone else.

Using behavior-based interviewing often results in extending a job offer to a marginal performer.

Given enough time and hands-on interviewing experience, most interviewers will eventually learn how to correctly identify high achievers.