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.

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

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

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.

Behavior-based interview questions can give interviewers a false sense of confidence that they are gathering quality applicant information when they aren't.

What is motivation-based interviewing?

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

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

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.

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.