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

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

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

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.

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.

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

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

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

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

What is motivation-based interviewing?