There are no two views about the fact that for maintaining a sustainable competitive advantage, an organization needs to attract, hire, engage and retain the best talent relevant to the industry or the competitive landscape it operates in. To ensure that the recruitment strategy aligns with this philosophy, it is very important to properly assess and filter the right candidate to the mapped or anticipated positions. The generic strategies used to minimize recruitment errors include assessment tests (aptitude, technical/functional, behavioral, case studies etc.) and detailed interviews (techno-functional, managerial, HR etc.). In theory it all looks good and comprehensive, however the effectiveness of a good strategy is primarily based on how well it is executed and whether it helps in achieving the desired goals. Interviews can be conducted in multiple ways ranging from one-on-one interviews to cross-functional panel interviews. One of the interview type’s that is gradually growing in ...