This paper aims to contend that the traditional interview is one of the least effective ways of recruiting for important posts and that there are at least five alternative ways to recruit more efficiently.
Outlines the five steps to more effective recruitment.
Highlights the importance of reversing the interview process, capability testing, psychometrics, research tasks and recruitment centers.
Presents alternatives to the job interview for recruiting staff.
Argues that, while the interview will continue to be a significant tool in the recruitment process, firms should take time to consider their current practice, to decide if they are really doing enough to make the right candidate choice. The investment they make now could be repaid tenfold in the future.
CitationDownload as .RIS
Emerald Group Publishing Limited
Copyright © 2008, Emerald Group Publishing Limited