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.

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

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

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.

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

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.

What is motivation-based interviewing?

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

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.