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

Given enough time and hands-on interviewing experience, most interviewers will eventually learn how to correctly identify high achievers.

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

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

Historically, what percentage of managers have NEVER received any formal training on how to interview job applicants?

Most unmotivated employees were great hires but they changed after they were hired due to poor management, unrealistic job expectations and/or unsatisfactory working conditions.

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

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

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

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