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)?

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

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.

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

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.

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.

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.