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

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

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

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.

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 unmotivated employees were great hires but they changed after they were hired due to poor management, unrealistic job expectations and/or unsatisfactory working conditions.

According to a Harvard Business School study, 76% of turnover can be traced back to poor interviewing practices and bad hiring decisions.

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

Choose the ONE job listed below that people are typically allowed to do without being properly trained.

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