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

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

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

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

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.

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

Given enough time and hands-on interviewing experience, most interviewers will eventually learn how to correctly identify high achievers.

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.

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