Most companies track turnover and know exactly how many of their best performing employees are exiting and why.

An applicant with great job skills will always out-perform a job applicant with lesser skill.

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.

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

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

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

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?

What are the holes that exist in most employee selection processes that cause needless hiring mistakes? (multiple answers permitted)