An applicant's response to obstacles is considered to be one of the best predictors of their future job performance and success.

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

Historically, what percentage of managers have NEVER received any formal training on how to interview job applicants?

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

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

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

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.

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.

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