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

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

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

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.

Which of the following statements are true about motivation-based interviewing? (multiple answers permitted)

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

What is motivation-based interviewing?

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

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.

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.