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

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

According to a Harvard Business School study, 76% of turnover can be traced back to poor interviewing practices and bad hiring decisions.

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.

What is motivation-based interviewing?

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

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

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.

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.

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