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

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

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

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?

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

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

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

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.