Because while companies continue to rely on outdated selection processes, Talent slips through their back door. Every poorly designed test, every impersonal interview, and every automated filter without human judgment is a missed opportunity. The best candidate is not always the one who makes the final list, but the one who never got past the first click.
The problem isn't a lack of talent. It's that current systems don't know how to recognize it.
Main criticisms to the selection process according to industry experts:
| Source/Company | Type of organization | Main criticism of the selection process |
|---|---|---|
| Endalia | HR Consultant | Unattractive, repetitive, or poorly designed processes; tests that do not evaluate what is relevant. |
| PsychoSmart | Platform specializing in occupational psychology | Inappropriate use of personality tests that do not reflect the candidate's true potential. |
| Negoval | Consultant in assessment and HR | Inappropriate application of psychometric tools and lack of sensitivity towards diversity. |
| Robert Walters | Global recruitment firm | Excessive automation makes it difficult to identify genuine talent among many applicants. |
| IT Talent Blog | Blog specializing in talent attraction | Demotivating processes for the candidate; negative perception of the company. |
| TestGorilla | Skills assessment platform | Poor test design can lead to rejecting valid profiles or hiring unsuitable candidates. |
Companies can no longer ignore this reality. It's time to act, review what isn't working, and build processes that truly identify the value of people.
- “Seven Weeks of Silence,” the Future of Human Evaluation
- Candidacies with soul
- Talent escapes through the back door
- High-pressure interviews: How current systems wear down candidates and recruiters
- The journey of fingerprints into the age of digitology
- Identification of psychological traits through biometric patterns
