|
The ONLY time a group assessment is a viable method for candidate selection is when the organization doesn't have any skilled interviewers.
I would spend the time and effort to identify supervisors and managers who have good basic agent instincts, and then groom, train, and task them with the task of agent selection. Follow up with some basic QA analysis on the selections. (Which interviewer actually selected the best candidate based on agent longevity, quality, ect.?) This method yields "excellent" candidates.
If you already have a qualified interviewer, all of the other "group assessment" people will just defer to that "experts" opinion anyway. What a waste of valuable resources!
If you don't have a qualified interviewer, the GA method will yield "moderately acceptable" agents. Remember, the camel was just another horse designed by committee!
Matt
|