In the long run, this leads to serious frustrations.
Use of a thorough recruitment process with the sophistication of the recruitment process being commensurate to the complexity of the job. As a minimum, the interview process should comprise atleast two interviews, an appropriate psychometric assessment and a thorough reference check.
Use of a thorough interview, which should be highly structured and based on, proved methodologies. It's aimed at revealing levels of competency on the key areas, appropriate experience, the personality strengths, weaknesses and integrity.
This has its own advantages and disadvantages (Buhler & D.B.A. 2002). Advantages include the fact that it costs less, it involves employees who are already familiar with the organization and its culture, it helps retain company secrets, improves employee morale and also it has a better success rate because employee track record is known.
Its disadvantages include the fact that it creates a ripple effect as more job openings develop, it may lead to stagnation as no new thinking is injected into the organization and also creates negative internal competition.
While advertising we will aim at creating interest in the post. As noted by Arue, Neil and Olga (2005), the more details given a job advert the more the more highly an organization is likely to be regarded and the more interest it will create. ...