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.

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

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

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.

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

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

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

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.