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

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.

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

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.

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

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

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

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