career driven short termers, versus dyed-in-the-wool specialists whose inflexibility is legend
This suggests more of a human failing, than some sort of process problem. This situation is not likely to change unless the underlying core competencies of recruiters and managers are addressed.
In my fairly recent commercial experiences, I interviewed and selected as part of a team, based on the candidates ability to self-start and self-motivate to drive decision making and delivery. It often came about that the most tertiary qualified individuals could not operate at this level and reassignment followed quickly. It was only when a candidate was briefed adequately and given the appropriate tools in a near live environment could a decision as to suitability be made.
Through role playing a representative operational procurement plan presentation with peers playing clients and organisations, and with observers present to monitor the performance not only of the candidate but also the "actors", were we able to gain a better understanding of their true capabilities.
Even then, we selected a candidate for a position when one year later we realised that he had blagged his way past some very competent people and could not operate effectively at the executive level required.
Imagegear