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

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

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

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.

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

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.

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

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

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

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