Why not spice up the entire process? Introduce skill-games that test the candidate in various parameters and decision-making capabilities. This way, one can be sure how the candidate will perform in various (simulated) situations
The traditional process of recruitment has been based on (telephonic or Face-to-Face) interviews as well as references. There has not been much of an innovation in this area.
There are problems in this - most often interviewers ask questions that can be pre-empted by the candidates with the 'politically right' answers. Once they get on the job, their true colors are revealed. By then, the damage has been done.
How do you solve such a problem? How can you determine if a Manager / Leader whom you are interviewing is worth his weight in gold?
Based on the scores obtained, organizations can consider recruiting the candidate if he has scored in parameters that is highly required in one. The scores obtained by Managers can be valid for one year. There should be a re-test and re-validation after the expiry.
Of course, the suggested games is not the only criteria - this should be the first step to 'filter' the candidate first. Then, the chances of getting a 'hit' is higher.
- Decision-making becomes easier.
- There is no bias in hiring.
- The cost of hiring is reduced.
- The recruiting organizations very clearly can see what is the calibre they are getting.
- The candidate does not feel the hassles typically associated with recruitment.
- Consider a single organization that is ready to try out this solution.
- Request the Top Managers to take the tests and record them.
- Validate the scores given and then refine accordingly.