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

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.

Using behavior-based interviewing often results in extending a job offer to a marginal performer.

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.

What is motivation-based interviewing?

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

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

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

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

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.