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

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

An applicant with great job skills will always out-perform a job applicant with lesser skill.

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

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

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

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

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

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.

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