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

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.

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.

Choose the ONE job listed below that people are typically allowed to do without being properly trained.

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

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

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

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.

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