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.

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

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

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

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

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.

What is motivation-based interviewing?

The applicant with the best job skills will typically be...

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

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