It was interesting learning about all the VooDoo methods, there are so many. I have definitely been on the hiring end of it all and gone with my gut feeling as mentioned in The Art Critic approach. My friends who have experienced The Sponge method and said from the applicant side it was very tiring and there was a lot of time wasted in their opinion. Sadly I have been asked the “if you could be any animal what would it be?”. As mentioned in the VooDoo methods this question is pointless and tells you nothing important about the candidate. In my experience, all it did for me was make me uncomfortable.
Overall I have heard about most of these VooDoo methods on interviewing either from personal experience, friends, and family, and even in my own interview process. The job that you are applying for will have a large impact on the interview style, but that is not an excuse to use any of these methods. I don’t think any of these work because they all cloud your judgment in one way or another. People are very hard to read. Individuals are also presenting their best selves with interviews so you have to be able to see through that as well.
The reading defined an A-player as “a candidate who has at least a 90 percent chance of achieving a set of outcomes that only the top 10 percent of possible candidates could achieve”. Finding someone like this takes a lot of time and effort. To have an A-player in your company is rare. There are not many people who have a high work ethic, dependability, adaptability, and people skills. The example of Griffin’s experience with the growth of his company really goes to show how far A-players go. Spending the time, and money on these outstanding employees will bring great success.
