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

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.

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

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.

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

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

Historically, what percentage of managers have NEVER received any formal training on how to interview job applicants?

What is motivation-based interviewing?

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

Motivation-based interviewing assesses what 3 components common to all high achievers?