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

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.

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

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

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

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.

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.

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.

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