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.

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

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

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

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

According to a recent CareerBuilder survey, two-thirds of American businesses have faced lower productivity and reduced employee morale due to a bad hire.

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

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.

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