An applicant's response to obstacles is considered to be one of the best predictors of their future job performance and success.

The applicant with the best job skills will typically be...

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

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 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.

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

When it comes to tracking hiring effectiveness, which one of these do most organizations NOT track?

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.