Experiences with Discrimination

After reading the “VooDoo” points from the book I would say I experienced many of these problems while applying for different organization’s recruitment processes. As mentioned before in one of my posts that in one recruitment process I was interviewed by three to four people differently and there was a long requirement form about which most of the candidates knew nothing about. There are times when the interviewer asks irrelevant questions and judges the candidates on the basis of their responses. I think these 10 points some up a lot of issues or as the major issues, the interviewers do while recruiting a candidate and all these are linked with one another, the most important ones were where the interviewers would use different techniques to interview the candidate but all of these techniques were irrelevant to find the skills and qualification of the candidate. For one thing, I do agree with the aptitude test it helps to shortlist the candidates on the basis of their qualification since in this test the level of their knowledge is tested, and with the help of the result, we can shortlist the candidates and do a thorough interview with these candidates. On the topic of how to find A players? The point mentioned in the book that to find an A-player you have to find few candidates but those that can do 90% of the task that no one else can do or like only 10 people can do and from these candidates, we have to find the one that exceeds expectation and is ready to adopt and corporate with the organization’s rules and regulations and culture can be said as true, but we all can see that this is really difficult to do and need proper ways to achieve. Still having the knowledge and processes one can find the best candidate for the job.