AI vs MBI: Why Smart Interviewing Starts with Human Insight
Let’s set the scene. You’re a busy small business owner trying to fill a crucial role. You open a new tab, type:
“Best interview questions to ask candidates,”
…and boom—you’re flooded with articles, AI-generated lists, and click-worthy advice like:
💡 “What’s your biggest weakness?”
💡 “Where do you see yourself in five years?”
💡 “Tell me about a time you overcame a challenge.”
Sound familiar?
It’s the modern-day shortcut to hiring. But here’s the problem: AI and Google can only give you questions; MBI helps you uncover the right answers.
Why Motivation-Based Interviewing (MBI) Is Different
Motivation-Based Interviewing (MBI) is a certified technique that helps employers assess not just what a candidate can do, but whether they want to do it. Developed by Carol Quinn, MBI goes beyond surface-level responses to identify candidates who have:
An internal locus of control (they take ownership of problems)
A strong problem-solving mindset
A genuine desire to succeed in the role
In short? It separates the “talkers” from the “doers.”
AI Is Helpful, but It’s Not Human
Sure, AI can generate questions, but it can’t tell you:
✅ If those questions are right for your role
✅ Whether the answers reveal real-world performance
✅ If you’re uncovering a candidate’s motivation or just rehearsed responses
Think about it, anyone can Google answers, too. The candidates sitting across from you likely practiced the same questions with ChatGPT or YouTube videos. It becomes a performance, not a conversation.
Real-Life Example: When AI Fell Flat
One of our clients recently used ChatGPT to prep for a round of interviews. They got a slick list of 15 questions and ran with it. On paper, the top candidate checked every box. Confident. Polished. Said all the right things.
Fast forward three months?
They quit.
Why?
Because no one asked why they wanted the job. No one explored how they approached obstacles or what motivated them to succeed.
This is where MBI shines. With just a few key MBI questions, we could’ve uncovered that this person preferred structure, not the fast-paced flexibility the role required.
Stats Don’t Lie: The Cost of a Bad Hire
A bad hire can cost up to 30% of the employee’s first-year salary.
74% of employers admit they’ve hired the wrong person for a position.
And the time lost? It’s often weeks (or months) of recruitment, onboarding, and productivity.
Hiring “gut feel” candidates, or using generic questions, can feel efficient but ends up being expensive.
MBI Makes Hiring Purposeful
At Movēre, we’re certified in MBI and teach small businesses how to use it effectively. Here’s what sets it apart:
✅ Structured yet conversational – It’s not robotic or scripted
✅ Designed to uncover true motivation – Not just rehearsed answers
✅ Leads to better long-term hires – People who actually want to do the job
Instead of “Tell me your greatest strength,” we ask:
“Think of a specific time when you set a goal for yourself that was difficult to achieve. What actions did you take and how did you overcome the challenge?”
Final Thoughts: Hire with Intention
AI can write your interview script.
Google can give you a dozen question templates.
But only Motivation-Based Interviewing helps you understand who a person really is, and whether they’ll thrive in your business.
If you’re ready to stop guessing and start hiring with purpose, let’s talk. At Movēre, we help small businesses like yours hire for long-term success, not short-term convenience.
📩 Reach out today to learn more about MBI and how we can support your next hire.