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.

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.

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.

Hiring managers commonly make the connection between an employee's poor performance issues and their own interviewing deficiencies.

Most companies track turnover and know exactly how many of their best performing employees are exiting and why.

Which of the following statements are true about motivation-based interviewing? (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.

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

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?