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

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

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.

If you see signs or hear examples of an applicant taking initiative, it's a reliable indicator the applicant is self-motivated.

Research has determined that 'loving the work you do' plays a significant role in a person's motivation and ability to achieve superior results, yet few interviewers take this into consideration when making a hiring decision.

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

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

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

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