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

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.

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

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

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

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.

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

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

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

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.