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A: I was amazed at the lead story in this week’s NZ Herald – “Thousands Cue for 150 Jobs”. Apparently about 2500 applicants were cued up on one day last week, with more the following day. The company closed applications at 3pm the second day so they can complete interviewing by 8pm! The Countdown supermarket chain is opening a new store in South Auckland. Prospective employees are asked to line up for a chance to be interviewed for the 150 job openings. There are 40 interviewers and each person is give a one-on-one interviewed for 15 minutes. About 50% of the applicants are accepted to the interview stage. This has to be the most insane recruiting process I have ever heard of, and I’ve heard a few! This is not about best practice employee selection, it’s about the random effects of a lottery. Would you cue for 7 hours for a 50% chance of getting an interview? And if you “won” that “prize” and get your interview, you then have about a 1 in 10 chance of scoring a job. The validity of Countdown’s selection process is akin to a lottery for both the applicants AND the company. For starters they are basing their initial cut (who gets to the 15 minute interview) by scanning CVs – can you image this process, reading through thousands of CVs, each one in a different format? About the best thing a CV can tell you is how good a writer the applicant is, or in most cases, someone else is!
This question was originally asked in Staffing Models And Strategy
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