Recruitment Process

After undertaking umpteen harrowing aptitude test , psychometric tests which has been designed by recruitment companies after extensive research and lot of surveys and validation , I don’t find any real connect between the true skill sets of a person and the way he presents them in these test. In order to overcome this problem to I suggest a new recruitment method to be followed as I think it would help to reduce this dissonance. This can well be an excellent substitute for long drawn recruitment process of GD , Project presentation and multiple round of interviews.

The Process

Put about 100 bricks in some particular order in a closed room with an open window. Then send 2 or 3 candidates in the room and close the door. Leave them alone and come back after 6 hours and then analyze the situation.

If they are counting the bricks.
Put them in the accounts department.

If they are recounting them.
Put them in auditing. 

If they have messed up the whole place with the bricks.
Put them in engineering.

If they are arranging the bricks in some strange order.
Put them in planning.

If they are throwing the bricks at each other.
Put them in operations.

If they are sleeping.
Put them in security.

If they have broken the bricks into pieces.
Put them in information technology.

If they are sitting idle. 
Put them in human resources.

If they say they have tried different combinations, yet not a brick has been moved.

Put them in sales.

If they have already left for the day. 
Put them in marketing.

If they are staring out of the window.
Put them on strategic planning.

And then at last but not least. If they are talking to each other and not a single brick has been moved.
Congratulate them and put them in top management.