If you see signs or hear examples of an applicant taking initiative, it's a reliable indicator the applicant is self-motivated.

If an untrained interviewer uses an unstructured interview format (asks questions that pop into their head), the probability of hiring the best applicant is about 40% according to a Michigan State study.

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

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

Motivation-based interviewing assesses what 3 components common to all high achievers?

Which statement is true about high achievers (people who achieve above-average results)?

Using behavior-based interviewing is the most effective way to correctly assess an applicant's self-motivation.

Most unmotivated employees were great hires but they changed after they were hired due to poor management, unrealistic job expectations and/or unsatisfactory working conditions.

Many managers who make hiring decisions are competent in their area of expertise but lack the proper interviewer training to know how to correctly identify applicants who will be 'High Performers' if hired.

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