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.

Research has determined that 'loving the work you do' plays a significant role in a person's motivation and ability to achieve superior results, yet few interviewers take this into consideration when making a hiring decision.

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

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

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

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

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

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

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