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.

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.

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?

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

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.

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

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

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

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