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

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

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

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

What is motivation-based interviewing?

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.

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

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.

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.

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.