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

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

According to a recent CareerBuilder survey, two-thirds of American businesses have faced lower productivity and reduced employee morale due to a bad hire.

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.

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

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.

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

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

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

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