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.

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

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.

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.

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

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

According to a recent CareerBuilder survey, two-thirds of American businesses have faced lower productivity and reduced employee morale due to a bad hire.

Behavior-based interview questions can give interviewers a false sense of confidence that they are gathering quality applicant information when they aren't.