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.

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

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

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

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.

What is motivation-based interviewing?

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

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

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