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.

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

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.

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

Which of the following statements are true about motivation-based interviewing? (multiple answers permitted)

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.

What is motivation-based interviewing?

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.