Idea: In United States, typically one goes through a couple of rounds of telephonic interview before one is called on-site for a full day interview. While this is sufficient for a high-tech position, has serious shortcomings for a management position since it require dealing with human factors more than the other jobs. e.g. teamwork. We could communicate a short project detail beforehand and call a bunch of candidates for the positions involved in carrying out this project. These candidates can collaborate and decide upon an action plan before they're all called together on-site. They'll be given a week to carry out their project. And at the end of the week, you decide if everybody did their part well. Of course, help should be provided before they appear on-site and also during their interview week. But this will give employer a very clear idea about how exactly the candidate is going to be useful at the company. The small project can range from doing a roadshow for IPO to preparing quarterly financial results for a press release, making arrangements for an upcoming company conference to devising a new mutual fund.
Reward: True assessment of a candidate. Avoid a lot of hiring mistakes like this.
Bonus: (Almost) free employees for a week. No reference checks necessary!
Reward: True assessment of a candidate. Avoid a lot of hiring mistakes like this.
Bonus: (Almost) free employees for a week. No reference checks necessary!
