There are a number of techniques of recruitment: social research (case study), assessment, interviews (including stress interviews), testing, etc. Each of them has certain advantages as well as disadvantages. The main weak points (links) of all above listed technologies can be formulated as follows:
Huge expenditure of time (time wasted on conducting of individual interviews with each candidate, the total amount of time to execute all phases of selection).
Spending of financial resources (HR-specialists’ salaries, loss of customers when an interview is being conducted by a manager or a specialist from sales department).
Too subjective appraisal of the candidate (at each stage the candidate is being valued only by one person, with the exception of assessment center, and often on the basis of any personal preferences).
Artificial selection of sales manager, which does not allow him to open up and demonstrate his practical skills in sales.
And how is going on the selection process of the staff in your company? You are exhausting the candidate with two-hour lasting interviews, testing, case studies, arranging stressful interviews, throwing pen, asking impolite questions, and pretending inadequate head? Maybe you are looking for employees based on what zodiacal constellation the Sun and other celestial objects were at the time of the birth of the candidate or, as it is done in some European companies you are trying to scan the aura of a candidate?
