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

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.

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

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

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.

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.

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

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

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.