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

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

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 with great job skills will always out-perform a job applicant with lesser skill.

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

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

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.

What is motivation-based interviewing?

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

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