My friend Mark offers an alternative recruitment and selection method:
What happens is you split your pile of respondents’ CV’s into two and throw one of the piles randomly into the bin.
The ‘binees” might claim this is unfair but surely you wouldn’t want to employ anyone as unlucky as them - no matter how good they were.
Would you?
My employer is suffering a restructure (sorry, a 'transformation'), with the result that everyone's having to demonstrate evidence of competencies. The heart sinks. You not only have competencies, you have sub-competencies under them and, tucked under them suckling away for all they're worth, behaviours. In other words pages upon pages of nested bullet points. So the question for me is 'Was that project three years ago a good example of this competence? Well, I seem to remember a lot of that behaviour, which fits under that competence over there. But then I don't have anything for the first competence, although if I stretch the definition a bit I suppose that ....' It becomes a game, wherein you waste a couple of hours knowing that across the organisation hundreds of others are doing the same thing with the same degree of scepticism. The prize, however, is a job and yes please, I'd like one of those.
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