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

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.

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

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.

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.

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

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

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

What are the holes that exist in most employee selection processes that cause needless hiring mistakes? (multiple answers permitted)