While majority of the people take interviews to recruit a potential candidate, some rely on references and a comprehensive personality test conducted by software for hiring process. In my opinion, the best way is a hybrid approach involving a series of test followed by a interview.
Advocates of taking interview for recruitment argue, that it is a proven traditional way for hiring in most of the firms. Although, interviewing gives a vague idea regarding personality, character and technical knowledge, it can sometimes be deceiving. For instance, a person can prepare for a interview leveraging the material available online, and could demonstrate technical skills which they might be lacking. This is could lead to hiring a person which might not be a good fit for the position, or the team.
Additionally, with emerging modern technology and complex organization structure, there is a huge necessity to upgrade the traditional hiring system. The use of Artificial Intelligence based computer software, which provides an overall personality report of a person, by giving scenario based task and images, could be useful for hiring. This practice ensures that the person recruited is compliant with the organization’s culture and goals.
Furthermore, a combination of these two hiring practices with a reference check, could lead to a potential candidate. This modernized model would ensure the reliability of the employee hired in terms of technical skills as well as soft skills.
To conclude, though traditionally interviews were the only criteria to select a candidate, it could be deceiving as it could be prepared like a exam. A hybrid approach involving a personality report with use for Artificial Intelligence, and references could lead to the best candidate for the position.