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

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

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

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

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

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.

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

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

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

Which of the following statements are true about motivation-based interviewing? (multiple answers permitted)