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?

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

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

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

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

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

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.

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.