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

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.

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

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

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

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.

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.

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

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

What is motivation-based interviewing?